Senior Manager Talent Acquisition

Role Overview

The Talent Acquisition Senior Manager will lead end-to-end recruitment strategy and execution for the organisation, with responsibility for senior and niche hiring across multiple business units. This role requires a seasoned HR professional (15 years of experience) who can design scalable hiring processes, drive employer branding initiatives, and lead a high-performing TA team to meet aggressive hiring targets while maintaining quality and compliance.

What We're Looking For

Primary Skills

Strategic Talent Acquisition

• Develop and execute the overall talent acquisition strategy aligned with business growth plans.
• Partner with business leaders to understand workforce plans, role requirements, and future skill needs.
• Build and maintain a robust talent pipeline for critical, leadership, and niche positions.
• Use data and market insights to advise leadership on talent availability, compensation trends, and hiring risks.

Recruitment Operations & Process Excellence

• Own the full recruitment lifecycle: sourcing, screening, interviewing, selection, offer management, and onboarding handoff.
• Design and continuously improve recruitment processes, SLAs, and governance to ensure efficiency and consistency.
• Implement and optimize use of ATS / recruitment tools, ensuring data accuracy and adherence to processes.
• Monitor key TA metrics (TAT, source mix, cost per hire, quality of hire, offer-to-join ratio) and drive improvements.

Sourcing & Employer Branding

• Define multi-channel sourcing strategies (referrals, job portals, social media, networking, agencies, campus, etc.).
• Build and manage relationships with external recruitment partners and vendors.
• Collaborate with Marketing/HR to strengthen employer branding through campaigns, events, and digital presence.
• Represent the organization at industry events, job fairs, and campus engagements as needed.

Team Leadership

• Lead, coach, and develop a team of recruiters and coordinators to deliver high-quality outcomes.
• Set clear performance goals and provide regular feedback, mentoring, and skills development opportunities.
• Foster a culture of ownership, collaboration, and continuous improvement within the TA team.

Compliance & Governance

• Ensure all hiring practices comply with internal policies, local labour laws, and DEI guidelines.
• Drive fair, inclusive, and unbiased recruitment processes, including structured interviews and objective assessments.
• Maintain accurate and up-to-date recruitment documentation and reports for audits and management reviews.

Stakeholder Management

• Act as the primary TA partner for CXOs, business heads, and HRBPs on all hiring matters.
• Conduct regular reviews with stakeholders on hiring progress, challenges, and corrective actions.
• Influence and coach hiring managers on interviewing best practices, selection criteria, and market realities.

Required Qualifications & Experience

• 15 years of progressive experience in Talent Acquisition / Recruitment, with at least 5+ years in a leadership/managerial role.
• Proven experience managing end-to-end recruitment for mid to large organisations (preferably IT (Product or Services).
• Strong track record in leadership hiring, niche skill hiring, and building high-performing TA teams.
• Hands-on experience with ATS platforms, HRIS, and sourcing tools (LinkedIn Recruit, job boards, etc.).
• Demonstrated ability to work in a fast-paced, dynamic environment with multiple stakeholders and competing priorities.

Skills & Competencies

• Strategic thinking & business acumen – ability to translate business needs into TA strategies.
• Stakeholder management & influencing skills – confident in dealing with senior leadership.
• Strong communication & negotiation skills – especially for senior-level offers and critical roles.
• Data-driven decision-making – comfortable with metrics, dashboards, and recruitment analytics.
• People leadership – mentoring, coaching, and performance management of TA teams.
• Process orientation – able to design, document, and enforce recruitment processes.
• Market awareness – updated on talent market trends, competitors, and compensation benchmarks.