Manager - Talent Acquisition

A strategic Manager - Talent Acquisition who owns hiring across the organisation — building the TA strategy, leading and mentoring the TA team, partnering with leadership on workforce planning, and process rigor to support Recykal's growth.

KEY RESPONSIBILITIES

TA Strategy & Leadership

• Own the end-to-end TA strategy across all functions and levels
• Partner with leadership to translate business plans into workforce & hiring plans
• Build and scale sourcing strategies for leadership, niche & high-volume roles
• Set and track TAT/SLA benchmarks across the TA function org-wide

Stakeholder & Business Partnering

• Act as a trusted partner to business heads and leadership on hiring decisions
• Lead salary benchmarking, offer structuring & negotiation for senior hires
• Provide market intelligence & talent insights to guide org design and planning

Team Leadership & Governance

• Lead, mentor and develop a team
• Standardise hiring processes, interview frameworks & feedback governance org-wide

Succession & Future Talent Pipeline

• Build long-term talent pipelines for critical & leadership roles
• Drive campus relationships & early talent programs (e.g., Management Trainee)

Process & Analytics

• Own TA budget, cost-per-hire & vendor management
• Track hiring metrics org-wide; build leadership-level dashboards & reviews

ROLE REQUIREMENTS

Education & Experience

• MBA / PGDM in HR or equivalent postgraduate qualification
• 6–9 years of total TA experience, including 3+ years managing a team
• Proven experience hiring across levels — from campus to leadership roles
• Experience partnering directly with CXO / leadership-level stakeholders

Technical & Functional Skills

• Deep expertise across the full TA lifecycle — workforce planning to onboarding
• Strong command of ATS platforms & hiring analytics dashboards
• Advanced sourcing on Naukri, LinkedIn Recruiter, and other social media platforms.
• Experience building and managing TA budgets & vendor relationships

Soft Skills & Competencies

• Strong executive presence; comfortable engaging with leadership & CXOs
• Exceptional stakeholder management — influence, align, push back constructively
• Sharp negotiation skills for senior-level offers and counter-offers
• Strong people leadership — coaching, mentoring & team development
• High ownership and the ability to lead through ambiguity

KEY PERFORMANCE INDICATORS

• Time-to-Fill (TAT) - Role closures within agreed SLA
• Offer Acceptance Rate - Offers accepted vs. offers made
• Quality of Hire- Performance & retention of placed candidates
• Pipeline Health- Active candidates per stage across portfolio
• Team Productivity & Development- TA team's delivery, SLA adherence & capability growth