Manager - HR , Lateral Hiring

Job Description Manager – Human Resources (Lateral Hiring)

About the Role

We are looking for an experienced and results-oriented Talent Acquisition professional to lead Pan-India lateral hiring across multiple business functions and locations.

The role will be responsible for developing and executing strategic lateral hiring plans, partnering with senior business stakeholders, driving critical and senior-level mandates, strengthening talent pipelines, and ensuring timely and quality closure of positions.

The ideal candidate should bring strong expertise in lateral and senior-level recruitment, stakeholder management, market intelligence, compensation benchmarking, and recruitment analytics, along with the ability to lead and mentor a high-performing recruitment team.

Candidate Profile

• Designation: Manager – Human Resources
• Function: Human Resources – Talent Acquisition
• Location: Noida
• Qualification: MBA / Postgraduate qualification in Human Resources or a relevant discipline
• Experience: 12–18 years of relevant experience in Talent Acquisition, Lateral Hiring, and/or Senior-Level Recruitment
• Preferred Experience: Experience in managing Pan-India hiring mandates across multiple functions and business verticals

Key Responsibilities

1. Strategic Lateral Hiring

• Lead and manage Pan-India lateral hiring for Assistant Manager and above positions across business functions.
• Develop and execute hiring strategies aligned with business priorities, workforce plans, and manpower requirements.
• Own hiring mandates for critical, niche, and senior-level positions, ensuring quality and timely closure.
• Build robust talent pipelines for current and future business requirements.

2. Stakeholder Management

• Partner closely with Business Heads, Functional Heads, HRBPs, and senior stakeholders to understand manpower requirements, role expectations, hiring priorities, and timelines.
• Act as a strategic Talent Acquisition partner to business leaders and provide market insights on talent availability, compensation, and hiring trends.
• Drive effective communication and alignment across stakeholders throughout the recruitment lifecycle.

3. End-to-End Recruitment

• Own the complete recruitment lifecycle including sourcing, screening, assessment, interview coordination, selection, compensation discussions, offer negotiation, and onboarding.
• Ensure recruitment mandates are closed within defined TATs and quality benchmarks.
• Ensure a positive and consistent candidate experience throughout the hiring process.

4. Talent Sourcing & Market Intelligence

• Develop diverse sourcing strategies through LinkedIn, job portals, employee referrals, professional networks, recruitment agencies, industry connects, and other relevant channels.
• Build and maintain strong talent pools for critical and recurring positions.
• Track talent availability, competitor hiring trends, compensation benchmarks, and market movements to strengthen hiring strategies.
• Explore innovative sourcing approaches to improve quality, speed, and cost effectiveness.

5. Compensation & Offer Management

• Drive salary benchmarking and compensation analysis for lateral positions.
• Evaluate candidate compensation against internal parity, salary bands, and prevailing market standards.
• Lead compensation discussions and offer negotiations with candidates and business stakeholders.
• Ensure offers are aligned with approved budgets, compensation structures, and organizational policies.

6. Recruitment Agency & Vendor Management

• Manage and evaluate recruitment agencies and external hiring partners.
• Define expectations around candidate quality, TAT, productivity, and cost effectiveness.
• Review vendor performance and take corrective actions to improve hiring outcomes.
• Build a strong and reliable external recruitment partner ecosystem.

7. Recruitment Analytics & Governance

• Track and monitor key recruitment metrics including open positions and position ageing, time to hire/time to close, source effectiveness, offer-to-joining ratio, hiring cost, quality of hire, and candidate pipeline and conversion.
• Prepare and present hiring dashboards, MIS, and management reports highlighting progress, risks, critical positions, and areas requiring intervention.
• Ensure adherence to recruitment policies, approval matrix, compensation guidelines, and hiring budgets.

8. Process Excellence

• Identify opportunities to improve the speed, quality, efficiency, and scalability of the lateral hiring process.
• Drive process improvement and automation initiatives across sourcing, assessment, interview, offer, and onboarding stages.
• Establish standardized recruitment practices and ensure consistent process adherence across locations and functions.
• Leverage recruitment technology, analytics, and AI-enabled tools to improve hiring effectiveness.

9. Team Leadership

• Lead, mentor, and develop the lateral hiring team.
• Allocate recruitment mandates based on business priorities, recruiter capability, and workload.
• Set clear performance expectations and monitor team productivity, TAT, and closure quality.
• Coach team members on sourcing strategy, candidate assessment, stakeholder management, and offer negotiation.
• Foster a collaborative, accountable, and high-performance recruitment culture.

Key Skills & Competencies

• Strong expertise in Lateral & Senior-Level Hiring
• Strategic Talent Acquisition and workforce planning
• Excellent stakeholder management and influencing skills
• Strong understanding of Pan-India talent markets
• Expertise in sourcing, candidate assessment, and talent mapping
• Strong compensation benchmarking and offer negotiation skills
• Strong recruitment analytics, MIS, and data-driven decision-making
• Excellent vendor and recruitment partner management skills
• Ability to manage multiple critical and high-priority mandates simultaneously
• Strong leadership, team management, and mentoring capabilities
• Excellent communication, presentation, and interpersonal skills
• Strong business acumen and commercial understanding
• Ability to work effectively in a fast-paced, high-growth, target-driven environment
• Strong orientation towards quality of hire, speed, and candidate experience
• Exposure to ATS, recruitment technology, automation, and AI-enabled hiring tools would be an added advantage

Key Success Measures

• Timely closure of critical and lateral positions
• Quality of hire and offer-to-joining conversion
• Adherence to defined recruitment TATs
• Effectiveness of sourcing channels
• Hiring cost optimization
• Stakeholder satisfaction
• Strength and readiness of talent pipelines
• Team productivity and performance
• Process improvement and adoption of technology-enabled recruitment practices