Manager - Talent Acquisition

Reporting To

• HR Head

Location

• Corporate Office (Candidate open to work at Noida and mobile to move to Hyderabad, if required should only apply)

Experience

• 7+ Years in Talent Acquisition

Industry

• EPC / Infrastructure / Power Transmission / Engineering

• The Manager Talent Acquisition will own the end-to-end Talent Acquisition function at the Corporate office of an MNC into EPC largely in the Power Transmission sector, partnering with business and project leadership to translate workforce requirements into effective hiring plans and ensure timely availability of talent.
• The role will manage workforce planning, talent sourcing, recruitment delivery, project mobilization, recruitment partners, candidate experience and TA analytics, while continuously improving the organizations recruitment capability and processes.

Workforce Planning & Talent Strategy

• Partner with business and project leaders to understand current and future manpower
• Translate business/project plans into TA plans, hiring priorities and recruitment
• Develop manpower hiring plans for project mobilization and business
• Identify critical, niche and recurring roles and build talent pipelines in
• Conduct market mapping and talent availability assessment for critical
• Provide insights to HR Lead and business on talent availability, hiring timelines and market

End-to-End Talent Acquisition

• Own the complete recruitment lifecycle from requirement identification to
• Lead hiring across corporate, project and functional
• Drive sourcing through direct sourcing, referrals, LinkedIn, job portals, consultants and other talent
• Ensure quality shortlisting and timely coordination of assessments/interviews.
• Partner with hiring managers to ensure clear JDs, evaluation criteria and timely decision-
• Manage multiple hiring mandates simultaneously while maintaining agreed

Project Manpower Mobilization

• Work closely with project teams to understand mobilization requirements and
• Build recruitment plans aligned with project execution
• Ensure timely closure and joining of project-critical
• Track hiring pipeline against project manpower requirements and proactively flag
• Develop talent pools for locations and roles where recurring project hiring is

Talent Pipeline & Market Intelligence

• Build and maintain talent pools for critical and future
• Develop talent maps for key functions and project
• Track market availability, compensation trends and competitor talent movement where
• Establish proactive sourcing strategies rather than relying only on vacancy-based
• Maintain a ready pipeline for high-priority and difficult-to-hire

Stakeholder Management

• Act as the primary TA partner to business leaders and hiring
• Establish clear expectations on hiring requirements, timelines and candidate
• Drive recruitment reviews with stakeholders and provide visibility on hiring
• Escalate recruitment risks and bottlenecks with recommendations for
• Build strong relationships with project leadership and functional

Recruitment Partner & Vendor Management

• Own the recruitment partner ecosystem, including consultants and external sourcing
• Evaluate vendors on quality, TAT, conversion and closure
• Allocate mandates based on capability and hiring
• Review vendor performance and drive corrective action where
• Support commercial negotiations and recruitment cost

Recruitment Analytics & Governance

• Own TA MIS and recruitment
• Track manpower requirements, open positions, source effectiveness, interview pipeline, offers, offer acceptance, joining conversion, TAT, position ageing and vendor performance.
• Provide periodic recruitment insights to the HR Lead and
• Identify trends, bottlenecks and opportunities to improve hiring

Candidate Experience & Employer Connect

• Ensure a professional and consistent candidate experience throughout the recruitment
• Maintain regular communication with candidates through the hiring and pre-joining
• Identify causes of offer dropouts and joining failures and recommend corrective
• Support employer branding and talent attraction initiatives in partnership with the broader HR

TA Process & Continuous Improvement

• Own and continuously improve TA processes, SOPs and recruitment
• Identify opportunities for digitization, automation and process
• Improve sourcing efficiency and recruitment turnaround
• Ensure recruitment processes are aligned with approved policies and manpower
• Drive standardization of recruitment practices across corporate and project

• Business Workforce Plan TA Strategy Talent Pipeline Hiring Delivery Project Mobilization Joining Conversion TA Analytics

• Graduate/ Postgraduate, preferably MBA/PGDM in HR.
• 6+ years of experience in Talent Acquisition, preferably in EPC, infrastructure, engineering, power or project-based organizations.
• Experience managing both corporate and project
• Experience in workforce planning and project manpower
• Strong stakeholder management experience with business/project leaders/ recruitment consultants
• Strong understanding of recruitment analytics, MIS and hiring
• Comfortable working in a fast-growing, multi-location
• Strong execution orientation with the ability to independently own the TA

• Talent Acquisition & Sourcing
• Workforce Planning & Project Mobilization
• Stakeholder Management
• Recruitment Analytics
• Vendor Management
• Negotiation & Influencing
• Execution Orientation
• Process Discipline
• Communication & Candidate Management

• Position closure within agreed TAT
• Quality and relevance of shortlisted candidates
• Offer-to-join conversion
• Timely project manpower mobilization
• Recruitment vendor effectiveness
• Hiring cost optimization
• Accuracy and timeliness of TA MIS
• Candidate experience