Senior Manager Talent Acquisition (EPC & Non-IT)

Role Overview

We are looking for an experienced Talent Acquisition leader with 15+ years of experience in managing end-to-end recruitment for EPC, engineering, infrastructure, construction, and other non-IT functions. The ideal candidate will have strong expertise in workforce planning, project-based hiring, leadership recruitment, and building scalable recruitment strategies to support business growth and project execution.

Key Responsibilities

• Talent Acquisition Strategy: Develop and execute recruitment strategies aligned with business objectives, project requirements, workforce plans, and hiring budgets.
• EPC & Project Hiring: Lead end-to-end recruitment for EPC, engineering, infrastructure, construction, and project-based requirements, including site and corporate positions.
• Non-IT Recruitment: Manage hiring across engineering, project management, planning, procurement, contracts, commercial, finance, HR, administration, quality, HSE, and other business functions.
• Leadership & Niche Hiring: Drive senior-level and specialized hiring for project directors, engineering leaders, construction managers, project controls, planning, contracts, and other critical positions.
• Workforce Planning: Partner with business leaders, project heads, and functional stakeholders to forecast manpower requirements and develop hiring plans based on project timelines and mobilization schedules.
• Recruitment Operations: Oversee sourcing, screening, interview coordination, offer management, negotiations, onboarding, and recruitment closure.
• Team Leadership: Lead, mentor, and develop the recruitment team, establish performance targets, and drive accountability for hiring outcomes.
• Stakeholder Management: Work closely with senior management, project leadership, and functional heads to prioritize vacancies, review hiring progress, and resolve recruitment bottlenecks.
• Sourcing Strategy: Build talent pipelines through job portals, professional networks, referrals, industry connections, recruitment partners, and targeted competitor mapping.
• Recruitment Metrics: Monitor time-to-fill, cost-per-hire, offer-to-join ratio, source effectiveness, hiring productivity, and recruitment SLAs.
• Employer Branding: Strengthen the employer brand and candidate experience to attract skilled professionals in competitive EPC and engineering talent markets.
• Process Improvement: Standardize recruitment processes, reporting dashboards, interview practices, and hiring governance to improve efficiency and quality of hire.

Required Qualifications & Experience

• Graduate degree in any discipline; MBA/PGDM in Human Resources is preferred.
• 15+ years of overall Talent Acquisition / Recruitment experience, with significant exposure to EPC, engineering, infrastructure, construction, or other non-IT recruitment.
• Proven experience managing large-scale, project-based and volume hiring requirements.
• Strong understanding of EPC project functions, engineering roles, site manpower requirements, and corporate support functions.
• Experience leading recruitment teams and managing multiple stakeholders and concurrent hiring mandates.
• Strong expertise in sourcing strategy, talent mapping, negotiation, recruitment analytics, and workforce planning.
• Excellent communication, stakeholder management, decision-making, and leadership skills.

Preferred Experience

• Experience supporting large EPC, infrastructure, oil & gas, power, manufacturing, or construction projects.
• Exposure to domestic and international project hiring, including mobilization of manpower for overseas projects.
• Experience recruiting for senior management, niche engineering, project controls, contracts, procurement, and site leadership roles.
• Familiarity with ATS platforms, recruitment dashboards, and data-driven talent acquisition practices.

Key Success Measures

• Achievement of hiring targets within agreed timelines.
• Quality of hire and offer-to-joining conversion.
• Successful project manpower mobilization.
• Recruitment team productivity and stakeholder satisfaction.
• Compliance with recruitment processes and agreed SLAs.