Talent Acquisition Manager

Key Responsibilities

Talent Acquisition & Workforce Planning

• Drive end-to-end recruitment lifecycle, including sourcing, screening, assessment, interview coordination, offer management, and onboarding support.
• Partner with hiring managers and business leaders to understand manpower requirements and hiring priorities.
• Develop hiring strategies for leadership, niche, campus, diversity, and bulk hiring requirements.
• Ensure adherence to approved manpower budgets and workforce plans.

Stakeholder Management

• Act as a strategic HR partner for business leaders and hiring managers.
• Provide regular updates on recruitment metrics, market intelligence, and hiring progress.
• Drive alignment between HR, business stakeholders, payroll, onboarding, and administrative teams.

Recruitment Operations

• Manage requisitions through internal recruitment systems (ORC/ATS).
• Ensure timely approval workflow management and offer release processes.
• Monitor recruitment SLAs and closure timelines.
• Maintain candidate databases and recruitment dashboards.

Sourcing & Employer Branding

• Leverage multiple sourcing channels including LinkedIn, Naukri, referrals, social media, consultants, and campus hiring.
• Build talent pipelines for future business requirements.
• Support employer branding initiatives and campus engagement programs.

Candidate Experience & Onboarding Support

• Ensure seamless candidate engagement throughout the hiring journey.
• Coordinate medicals, background verification, documentation, and joining formalities.
• Drive positive candidate experience and higher joining conversion ratios.

Recruitment Analytics & Reporting

• Track key hiring metrics such as:
• Time-to-Hire
• Time-to-Fill
• Offer-to-Join Ratio
• Cost-per-Hire
• Source Effectiveness
• Diversity Hiring Metrics
• Provide periodic MIS and management reports.

Process Improvement & Compliance

• Drive recruitment process improvements and automation initiatives.
• Ensure compliance with company policies, hiring governance, and audit requirements.
• Maintain confidentiality of candidate and business information.

Desired Candidate Profile

Educational Qualification

• MBA / PGDM in Human Resources from a reputed institute.
• Additional certifications in Talent Acquisition, HR Analytics, or Employer Branding would be preferred.

Experience: 07 - 10 years of experience in Talent Acquisition.

Key Competencies

• Strategic Talent Acquisition
• Stakeholder Management
• Leadership Hiring
• Campus Hiring
• Diversity Hiring
• Employer Branding
• ATS / ORC Management
• Recruitment Analytics
• Negotiation & Offer Management
• Team Collaboration
• Problem Solving
• Communication & Influencing Skills