Manager - Talent Acquisition

Role Summary

The Talent Acquisition Manager will lead end-to-end recruitment strategy and execution for the organization, with responsibility for senior and niche hiring across multiple business units. This role requires a seasoned HR professional (10+ years of experience) who can build strong stakeholder relationships, 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.

Key Responsibilities

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.
  

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.
  

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.
  

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 organizations (preferably IT/Consulting/Technology/Services – adjust as needed).
  
• 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, 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.
  

Education

• Bachelor’s degree is mandatory; Master’s in HR/Business Administration (MBA/PGDM in HR) preferred.
  

Success Measures / KPIs

• Time-to-fill and time-to-offer for key roles.
  
• Quality of hire (performance, retention within 12–18 months).
  
• Offer-to-join ratio and candidate experience scores.
  
• Stakeholder satisfaction (business leader feedback).
  
• TA team performance and retention