Snr Talent Acquisition Business Partner, India

Job Summary

The Talent Acquisition Business Partner will lead end-to-end hiring for assigned businesses. The role will combine strong stakeholder partnership, disciplined candidate management, high-volume hiring capability and proactive talent pipelining to deliver high-quality talent at pace. The role holder will act as a trusted talent advisor to business and HR stakeholders while ensuring a consistent, inclusive and compliant hiring experience.

Location: Noida

Country: India

Key Responsibilities

• Stakeholder Partnership and Talent Advisory Partner closely with business leaders, hiring managers and HR stakeholders to understand workforce priorities, role requirements and hiring timelines. Lead structured intake discussions, challenge assumptions constructively and translate business needs into practical sourcing and selection strategies. Provide market intelligence, talent availability insights and data-based recommendations to support hiring decisions. Maintain clear governance, regular updates and transparent escalation of hiring risks, dependencies and decisions.
• End-to-End Recruitment Delivery Own the complete recruitment lifecycle, including intake, sourcing, screening, assessment coordination, offer management, pre-boarding and closure. Manage multiple requisitions and competing priorities with strong planning, follow-through and attention to detail. Drive timely hiring outcomes while maintaining quality, process compliance and an effective candidate experience. Partner with internal teams to ensure accurate approvals, documentation and smooth onboarding handoffs.
• Volume Hiring and Pipeline Development Design and execute scalable hiring plans for high-volume and business-critical requirements. Build and maintain healthy, diverse talent pipelines through direct sourcing, referrals, talent communities, campaigns and targeted market mapping. Anticipate recurring talent needs and create proactive pipelines to reduce dependency on reactive hiring. Track pipeline health, conversion, ageing and bottlenecks, taking corrective action where required.
• Candidate and Offer Management Engage candidates consistently throughout the process, setting clear expectations and providing timely communication and feedback. Assess candidate motivation, capability, availability and fit while ensuring a fair and structured selection process. Lead offer discussions, manage competing offers and joining risks, and drive closures through strong relationship management. Protect the employer brand by delivering a professional, respectful and responsive candidate experience.
• Process Excellence and Analytics Use recruitment data and dashboards to monitor time-to-fill, ageing, source effectiveness, pipeline conversion, offer acceptance and joining outcomes. Ensure accurate and timely updates in Workday or the applicable applicant tracking system. Identify opportunities to standardize, simplify and improve recruitment practices across the India TA function. Ensure adherence to company policies, local employment requirements and internal controls.

Qualifications and Experience

• Bachelors degree; a postgraduate qualification is preferred.
• Minimum 10 years of progressive Talent Acquisition experience, including ownership of end-to-end recruitment in India.
• Demonstrated experience managing volume hiring as well as professional or specialist roles.
• Proven ability to build proactive pipelines and deliver through direct sourcing and multiple talent channels.
• Strong experience partnering with senior stakeholders and influencing hiring decisions through data and market insight.
• Experience in manufacturing, engineering, construction, industrial or similarly complex environments is preferred.
• Working knowledge of applicant tracking systems; Workday experience is an advantage.

Key Capabilities

• Strategic stakeholder partnership
• Credible talent advisory
• Candidate engagement
• Offer management
• Pipeline building
• Proactive sourcing
• Market mapping
• Data-driven decision-making
• High-volume recruitment planning

Measures of Success

• Timely delivery against agreed hiring plans and service expectations.
• Healthy pipeline coverage for priority and recurring roles.
• Quality of shortlist, offer acceptance and candidate joining outcomes.
• Positive hiring manager and candidate experience.
• Accurate system data, disciplined requisition governance and consistent process compliance.

Key Interactions

• Business leaders, hiring managers, HR Business Partners, Talent Acquisition colleagues, candidates, shared services teams and approved external recruitment partners.