Executive - Talent Acquisition

Role & responsibilities

1. End-to-End Talent Acquisition

• Manage the complete recruitment lifecycle from manpower requirement to joining.
• Understand job requirements in detail through discussions with hiring managers.
• Develop appropriate sourcing strategies for different technical and business positions.
• Screen, shortlist and coordinate candidates through the interview process.
• Conduct initial HR/competency screening and assess candidates for role fit.
• Manage offer discussions, negotiations and joining follow-ups.
• Maintain a strong candidate experience throughout the recruitment process.

2. Technical Hiring

Drive hiring for positions across areas such as:

• PLC / Automation Engineers
• Siemens TIA Portal / PLC Programmers
• SCADA / HMI Engineers
• Robotics Engineers / Robot Programmers
• MES Engineers
• IT-OT Integration Engineers
• EPLAN / Electrical Design Engineers
• Project Managers
• Sales & Business Development professionals

3. Talent Sourcing

• Build and continuously maintain talent pools for critical skill areas.
• Use multiple sourcing channels including LinkedIn, job portals, employee referrals, professional networks, recruitment consultants and industry contacts.
• Proactively identify passive candidates for niche and senior positions.
• Develop strong networks within the industrial automation, manufacturing, engineering and digital technology ecosystem.
• Maintain a database of qualified candidates for future requirements.

4. Stakeholder Management

• Work closely with Business Unit Heads, Project Managers and functional leaders to understand current and future manpower requirements.
• Provide regular recruitment status reports to management.
• Establish clear recruitment timelines and ensure timely closure of positions.
• Act as a trusted HR partner to the business for talent-related matters.

5. Employer Branding

• Support SDS India's employer-branding initiatives.
• Develop relationships with engineering colleges, technical institutes and professional communities.
• Represent SDS India at career fairs, industry events and recruitment drives.
• Promote SDS India as an attractive destination for professionals interested in automation, robotics, digitalisation and Industry 4.0.

6. Recruitment Analytics

Track and report key recruitment KPIs including:

• Time to hire
• Time to fill
• Offer-to-joining ratio
• Source effectiveness
• Cost per hire
• Hiring funnel conversion
• Open position ageing
• Candidate pipeline strength
• Recruitment agency performance

Use recruitment data to continuously improve the hiring process.

Candidate Profile:

• Bachelor's degree in Human Resources, Business Administration, Engineering or a related discipline.
• Minimum 5 years of experience in Talent Acquisition / Technical Recruitment / Talent Hiring.
• Relevant experience in a similar industry, preferably:
• Industrial Automation
• Engineering Services
• Manufacturing
• Robotics
• Industrial IT / OT
• Digital Manufacturing
• Industrial Software
• Engineering Technology
• System Integration
• Proven experience in technical and engineering recruitment.
• Strong understanding of recruitment processes and candidate assessment.
• Experience in sourcing candidates for niche technical skills.
• Strong knowledge of LinkedIn and other digital sourcing platforms.
• Excellent communication and interpersonal skills.
• Experience recruiting PLC, SCADA, MES, robotics, software and IT-OT professionals.
• Experience in recruitment for multinational engineering or technology organisations.

Key Competencies

The successful candidate should demonstrate:

• Technical Talent Understanding
• Sourcing Capability
• Speed & Ownership
• Stakeholder Management
• Negotiation Skills
• Market Intelligence
• Relationship Building
  

The position is particularly suited to a recruitment professional who wants to move beyond transactional recruitment and play a strategic role in building a high-quality engineering organisation

Ideal Candidate Profile

We are looking for an energetic, hands-on and highly networked Talent Acquisition professional who knows how to find difficult-to-hire technical talent, understands engineering organisations, and has the persistence and ownership required to close positions.

Minimum 5 years of relevant experience is mandatory. Experience in a similar industrial/engineering/technology environment is strongly preferred.