Asst. Manager - TA & Business

Purpose –  (main objective of job role )

 The Talent Acquisition & Business Manager is responsible for driving manpower planning, end-to-end recruitment, and acting as a strategic HR partner to business leaders. The role ensures timely availability of quality talent aligned with business objectives while supporting workforce effectiveness and retention.

Core Responsibilities –

(list out all work responsibilities of job role)

Talent Acquisition & Workforce Planning

· Drive annual and long-term manpower planning in coordination with business heads

· Execute end-to-end recruitment for critical, leadership, and niche roles

· Develop hiring strategies based on business growth plans

· Manage recruitment budgets, hiring timelines, and sourcing channels

Business Partnering

· Act as a single point HR contact for assigned business units

· Partner with HODs on workforce productivity, capability building, and engagement

· Support succession planning and critical role identification

· Provide people insights to business leaders for decision-making

Recruitment Governance & Employer Branding

· Ensure standardized hiring processes, interview frameworks, and selection criteria

· Strengthen employer branding and candidate experience

· Track and report recruitment metrics (TAT, cost per hire, quality of hire)

· Analyze attrition trends and support retention initiatives 

       Stakeholder & Vendor Management

· Manage recruitment vendors and consultants

· Ensure SLA adherence, quality of hires, and cost effectiveness

• Collaborate with HR Ops, Finance, and leadership teams
  

Authorities

· Approve recruitment plans and hiring timelines as per sanctioned manpower

· Engage, manage, and evaluate recruitment vendors within approved budgets

· Screen, shortlist, and recommend candidates for selection

· Coordinate and represent HR in manpower discussions with business leaders

· Approve offer recommendations within approved compensation bands

· Access and use recruitment data, MIS, and dashboards for decision-making

· Recommend workforce optimization, restructuring, or role realignment

Internal Customers –  (internal parties to whom with the position needs to communicate )

All employees, Board members, HOD,

External Customers –  (external parties to whom with the position needs to communicate)

Vendors, clients, government authorities, auditors , recruitment vendors etc

Competencies – mention qualities that person should have to perform job role 

· Strong expertise in talent acquisition and manpower planning

· Business acumen and stakeholder management capability

· Data-driven decision-making and analytical skills

· Excellent communication and negotiation skills

· Ability to balance speed, quality, and cost in hiring

Qualification, Knowledge & Skills required - (mention qualification, certification, specific education requirements etc)

Masters in HR specialization

Required Experience – mention yrs of experience required

7-12 yrs of proven experience in recruitment field

Requirements