Talent Acquisition Operations Manager

Job Summary

The TA Operations Manager will
own the operational backbone of the Talent Acquisition function — driving
hiring execution across the organization while building robust reporting and
analytics to track recruitment performance. This role blends hands-on recruitment
delivery with process ownership, ensuring hiring targets are met on time, and
that leadership has accurate, timely visibility into TA metrics and pipeline
health.

Key Responsibilities

Hiring
& Recruitment Delivery

●       Own end-to-end hiring operations across multiple
business units/functions, ensuring roles are filled within defined TAT
(turnaround time) and quality benchmarks.

●       Partner with hiring managers and business leaders to
understand hiring needs, define role requirements, and build effective sourcing
strategies.

●       Manage and optimize the recruitment funnel — sourcing,
screening, interviews, offer, and onboarding handoffs to reduce time-to-fill
and improve candidate experience.

●       Drive hiring for volume/bulk requirements as well as
niche/critical roles, coordinating with sourcing teams, vendors, and
consultants as needed.

●       Monitor recruiter productivity and pipeline health;
step in to unblock stuck requisitions.

●       Ensure adherence to hiring policies, compliance
requirements, and approval workflows (budget, headcount, background
verification, etc.).

●       Manage relationships with recruitment vendors, staffing
agencies, and job portals; negotiate and track SLAs.

Reporting
& Analytics

●       Design, build, and maintain TA dashboards and reports
(weekly/monthly/quarterly) covering key metrics: open positions, time-to-fill,
source mix, offer-to-join ratio, cost-per-hire, attrition of new hires,
recruiter productivity, and funnel conversion rates.

●       Provide leadership with regular hiring status updates,
trend analysis, and forecasts to support workforce planning decisions.

●       Identify bottlenecks in the hiring funnel using data
and recommend process improvements.

●       Maintain data accuracy and hygiene within the ATS
(Applicant Tracking System) and HRIS; ensure consistent tagging, status
updates, and audit trails.

●       Prepare ad-hoc reports and deep-dive analyses for
leadership reviews, board decks, or audits as required.

●       Track and report against manpower budgets/plans,
flagging variances proactively.

Process
& Systems

●       Continuously improve TA processes, SOPs, and workflows
to increase efficiency and consistency across teams.

●       Own and administer the ATS/recruitment tech stack;
troubleshoot issues and drive adoption among recruiters and hiring managers.

●       Support automation initiatives (e.g., interview
scheduling, candidate communication, report generation) to reduce manual
effort.

●       Ensure a smooth candidate experience through every
stage of the hiring journey.

●       Partner with HR Business Partners and Finance on
headcount planning, budgeting, and approvals.

Required Skills & Qualifications

●       Bachelor's degree in HR, Business Administration, or
related field (MBA/PGDM preferred).

●       5–8 years of experience in Talent Acquisition, with at
least 2–3 years in a TA Operations, Recruitment Operations, or similar hybrid
role.

●       Strong hands-on experience managing full-cycle hiring,
preferably across both bulk and lateral/niche hiring.

●       Proven expertise in building reports and dashboards
(Excel/Google Sheets advanced skills required; Power BI/Tableau is a plus).

●       Working knowledge of ATS platforms (e.g., Greenhouse,
Lever, SmartRecruiters, Naukri, SuccessFactors, Workday Recruiting, or
similar).

●       Strong analytical mindset with the ability to translate
data into actionable insights.

●       Excellent stakeholder management skills — comfortable
working with hiring managers, leadership, and cross-functional teams.

●       Strong organizational skills with the ability to manage
multiple hiring pipelines simultaneously.

●       Excellent verbal and written communication skills.

Preferred / Good to Have

●       Experience with recruitment of automation tools or
workflow builders.

●       Exposure to workforce planning and budgeting processes.

●       Prior experience presenting hiring metrics to senior
leadership.

●       Experience managing or mentoring a small team of
recruiters/coordinators.

Key Performance Indicators (KPIs)

●       Time-to-fill and time-to-offer

●       Offer-to-joining ratio

●       Cost-per-hire

●       Recruiter productivity/output

●       Report accuracy and timeliness (weekly/monthly TA
dashboards)

●       Hiring manager and candidate satisfaction scores

●       Adherence to hiring budget/headcount plan