Sr. Manager - Talent Acquisition

JOB DESCRIPTION

The Talent Acquisition Lead will be responsible for leading the end-to-end talent acquisition function at Exotic Innovations, ensuring the organization attracts, identifies, evaluates, and hires high-quality talent aligned with business requirements and growth plans.

The role will partner closely with business leaders and functional heads to understand manpower requirements, build talent pipelines, strengthen employer branding, improve recruitment processes, and ensure timely closure of critical positions.

The position requires a strong understanding of project-based, design & build, engineering, construction/interiors, manufacturing, sourcing, commercial, and corporate hiring.

Key Responsibilities

Talent Acquisition Strategy

• Develop and execute the organization's annual talent acquisition strategy in line with business growth plans.
• Translate manpower plans and business requirements into actionable recruitment plans.
• Build recruitment strategies for critical, niche, senior-level, and high-volume positions.
• Develop talent pipelines for current and future business requirements.
• Identify emerging talent markets, hiring channels, and recruitment trends.
• Establish recruitment metrics, dashboards, and review mechanisms.
• Continuously improve the speed, quality, and cost-effectiveness of hiring.

End-to-End Recruitment

Manage the complete recruitment lifecycle, including:

• Understanding and validating manpower requisitions.
• Preparing and reviewing Job Descriptions.
• Sourcing candidates through multiple channels.
• Screening CVs and conducting initial assessments.
• Conducting preliminary interviews.
• Coordinating technical and functional interviews.
• Managing candidate assessments and reference checks where required.
• Conducting salary discussions and offer negotiations.
• Managing offer releases and joining formalities.
• Ensuring smooth pre-joining and onboarding coordination.
• Maintaining accurate recruitment documentation and records.

Business & Stakeholder Management

• Act as the primary Talent Acquisition partner for assigned business functions.
• Work closely with functional heads, business leaders, and hiring managers.
• Understand current and future manpower requirements.
• Conduct regular recruitment review meetings with stakeholders.
• Establish clear recruitment timelines and hiring priorities.
• Advise hiring managers on talent availability, sourcing channels, compensation expectations, and market trends.
• Ensure timely communication and closure of recruitment requirements.

Hiring Across Functions

Lead recruitment for positions across functions such as:

• Design & Engineering
• Project Management
• Design & Build
• Project Engineering
• Quantity Surveying & Billing
• Tendering
• Business Development
• Strategic Sourcing / Procurement
• Stores & Logistics
• Factory / Manufacturing
• ERP / IT
• Finance & Accounts
• People Function / HR
• PMO
• CMD / Corporate Office
• Senior Management / Leadership Positions

Leadership & Senior Hiring

• Drive hiring for managerial, senior managerial, functional head, and leadership positions.
• Develop targeted search strategies for hard-to-find talent.
• Build relationships with senior professionals and passive candidates.
• Work with specialized search firms and executive recruitment consultants where required.
• Maintain a strong leadership talent pipeline.

Sourcing & Talent Pipeline Development

Develop and manage multiple sourcing channels:

• LinkedIn and other professional networks
• Job portals
• Employee referrals
• Recruitment consultants
• Industry networks
• Campus and institutional hiring
• Social media recruitment
• Direct sourcing
• Professional associations and communities
• Internal talent databases

Maintain talent pools for frequently hired and critical positions.

Recruitment Vendor Management

• Identify and evaluate recruitment consultants and agencies.
• Negotiate commercial terms and service agreements.
• Allocate positions to recruitment partners based on capability and specialization.
• Monitor agency performance.
• Track candidate submissions, interview conversions, offers, and joining ratios.
• Develop a preferred recruitment partner network.
• Ensure compliance with agreed recruitment terms.

Employer Branding

• Strengthen Exotic Innovations' employer brand across relevant talent markets.
• Develop recruitment communication and hiring campaigns.
• Coordinate with the People/HR and Marketing teams for employer branding initiatives.
• Improve candidate perception and candidate experience.
• Promote employee value propositions through appropriate recruitment channels.
• Support career pages, recruitment advertisements, hiring campaigns, and social media hiring initiatives.

Recruitment Process & Systems

• Standardize recruitment processes across departments.
• Establish structured recruitment workflows.
• Maintain candidate databases and recruitment trackers.
• Ensure proper utilization of ATS/HRMS/recruitment technology.
• Improve recruitment reporting and data accuracy.
• Develop recruitment SOPs, templates, and process guidelines.
• Ensure proper documentation at every stage of recruitment.

Recruitment Analytics & MIS

Prepare and monitor key recruitment metrics, including:

• Open positions
• Positions closed
• Time to hire
• Time to fill
• Source of hire
• Cost per hire
• Offer-to-joining ratio
• Interview-to-selection ratio
• Candidate drop-off rate
• Recruitment agency performance
• Hiring manager turnaround time
• Quality of hire
• New hire retention

Provide periodic recruitment dashboards and management reports.

Candidate Experience

• Ensure professional and timely communication with candidates.
• Maintain confidentiality of candidate information.
• Ensure candidates receive timely updates regarding interviews and selection.
• Manage offer discussions professionally.
• Track candidates during the notice period.
• Identify and address reasons for offer dropouts and joining dropouts.
• Build a positive candidate experience throughout the hiring journey.

Required Qualifications

• Bachelor's degree in any discipline.
• MBA / PGDM in Human Resources or equivalent preferred.
• 712 years of relevant Talent Acquisition / Recruitment experience.
• Experience in managing end-to-end recruitment independently.
• Experience in hiring across multiple functions and levels.
• Experience in leadership and managerial hiring is preferred.

Required Skills & Competencies

Technical Skills

• Talent Acquisition & Recruitment
• Boolean Search and advanced sourcing
• LinkedIn recruitment
• Job portal management
• Interviewing and candidate assessment
• Salary negotiation
• Recruitment analytics
• Vendor management
• ATS / HRMS
• Manpower planning
• Recruitment MIS
• Employer branding

Behavioral Competencies

• Strong stakeholder management
• Excellent communication skills
• Strong influencing and negotiation skills
• Business acumen
• Decision-making ability
• Problem-solving skills
• Ownership and accountability
• High sense of urgency
• Relationship management
• Confidentiality and professionalism
• Ability to work under pressure and manage multiple priorities

Preferred Industry Experience

Candidates with experience in any of the following sectors would be preferred:

• Design & Build
• Construction
• Interior Fit-Out
• Architecture & Design
• Engineering
• Manufacturing
• Infrastructure
• Real Estate
• EPC
• Project Management
• Building Materials
• Contracting / Project-Based Organizations

7. Ideal Candidate Profile

The ideal candidate should be a hands-on Talent Acquisition professional and business partner, capable of independently managing multiple recruitment requirements while also developing long-term talent strategies.

The candidate should be comfortable hiring both specialist and leadership talent, working closely with senior management, managing recruitment agencies, building direct sourcing capabilities, and using recruitment data to improve hiring outcomes.

The person should demonstrate a strong ownership mindset, speed of execution, stakeholder orientation, commercial awareness, and ability to build a scalable recruitment function.

Reports To: TA Head

Key Internal Stakeholders:

• CMD / Senior Management
• Functional Heads
• Business Unit Heads
• Project Heads
• Department
• People Function / HR
• Administration

External Stakeholders:

• Recruitment consultants
• Executive search firms
• Educational institutions
• Professional networks
• Candidates