Manager - Talent Acquisition & Campus Programs

Dreaming big is in our DNA. It's who we are as a company. It's our culture. It's our heritage. And more than ever, it's our future. A future where we're always looking forward. Always serving up new ways to meet life's moments. A future where we keep dreaming bigger. We look for people with passion, talent, and curiosity, and provide them with the teammates, resources and opportunities to unleash their full potential. The power we create together – when we combine your strengths with ours – is unstoppable. Are you ready to join a team that dreams as big as you do

AB InBev GCC was incorporated in 2014 as a strategic partner for Anheuser-Busch InBev. The center leverages the power of data and analytics to drive growth for critical business functions such as operations, finance, people, and technology. The teams are transforming Operations through Tech and Analytics.

Do You Dream Big

We Need You.

JOB DESCRIPTION

Job Title:Manager – Talent Acquisition & Campus Programs Lead (Individual Contributor)

Location:Bangalore (Onsite)

Reporting to:Senior Manager - People Continuity

PURPOSE OF ROLE

This role is responsible for driving strategic talent acquisition initiatives for AB InBev GCC India, with a strong focus on leadership hiring and campus talent programs. The role enables the organization to build a strong leadership pipeline and future-ready talent pools by partnering closely with business stakeholders, leveraging data-driven insights, and embedding an AI-first approach in hiring. It plays a critical role in strengthening employer brand and ensuring hiring outcomes align with long-term business strategy.

KEY ROLES & RESPONSIBILITIES

Leadership Hiring

• Own end-to-end hiring for senior and critical roles across functions — from intake and sourcing strategy through offer negotiations
• Partner with business heads and senior stakeholders to define role requirements, timelines, and success profiles; act as a trusted advisor
• Manage structured interview and assessment frameworks that ensure quality-of-hire consistency and reduce time-to-fill for critical positions

Campus & Early Career Programs

• Design and execute the annual campus hiring strategy across target institutions, covering MBA, engineering, and specialist programs aligned to GCC's talent needs and growth plan
• Lead the internship program end-to-end: from campus partnerships and selection to onboarding, structured projects, and conversion pipelines into full-time roles
• Build and manage the Apprentice Program in compliance with the National Apprenticeship and Training Scheme (NATS), including regulatory filings, institution tie-ups, stipend structures, and apprentice lifecycle management
• Drive year-round campus engagement competitions, pre-placement talks, guest lectures, and brand ambassador networks to build preference before placement season
• Track cohort performance post-joining to refine campus targeting and improve the quality of early-talent hires over time
• Take ownership of the campus budget and demonstrate measurable return on investment through effective allocation and impact tracking

Talent Acquisition Technology & AI

• Own the ATS and TA tech stack evaluate, implement, and optimize tools that improve recruiter efficiency, candidate experience, and hiring quality
• Integrate AI-first practices across the recruitment lifecycle: AI-assisted sourcing, automated screening, generative AI for JDs and outreach, and intelligent pipeline scoring
• Identify and pilot emerging TA technologies; build internal capability through training, documentation, and adoption playbooks for the recruiting team
• Manage external vendor and RPO relationships where applicable; drive accountability through clear SLAs, scorecards, and regular performance reviews

Data, Insights & Workforce Planning

• Embed market intelligence insights into decision making, ensuring hiring strategies are continuously informed by external talent market dynamics.
• Transform Talent Acquisition data and its governance to ensure end to end funnel visibility is available and consistently leveraged to drive informed talent acquisition decisions
• Use talent market intelligence and competitive benchmarking to inform hiring strategies, compensation positioning, and sourcing channel prioritisation
• Partner with People Business Partners to translate headcount plans into actionable hiring roadmaps, anticipating demand rather than reacting to it
• Partner with Rewards team to share feedback on niche talent market and take their support to devise a comprehensive offer compensation startegy

QUALIFICATIONS, EXPERIENCE, SKILLS

Education & Experience

• MBA from a top-tier B-school (IIMs, MDI Gurgaon, XLRI, TISS, SCMHRD, NMIMS or equivalent)
• 4–8 years of experience in HR with exposure to leadership and campus hiring

Technical/Functional Skills:

Mandatory Skills:

• Campus Engagement and University Relations – Expert
• Candidate Experience Design – Advanced
• Stakeholder Management – Expert
• Leadership Hiring – Advanced
• Hirings Assessments – Advanced
• Talent Market Intelligence – Intermediate
• Data Insights – Intermediate
• AI-first Mindset – Advanced
• Prompt Engineering – Intermediate
• Talent Analytics using AI – Intermediate
• Automation in Recruitment – Advanced

Preferred (Good to have) Skills:

• Employer Branding – Intermediate
• AI-driven sourcing tools – Advanced
• Process Optimization – Intermediate
• Recruitment Marketing – Intermediate
• Workforce Planning – Advanced
• Executive Stakeholder Advisory – Intermediate
• ATS Optimization – Intermediate
• Vendor Management – Intermediate
• Agentic AI for Process automation – Intermediate

And above all of this, an undying love for beer!

We dream big to create future with more cheers.