Role Objective:

To architect and lead the company's Talent Acquisition (TA) strategy across all levels and business verticals-corporate, manufacturing, marketing, R&D, and technical services. The incumbent will be responsible for building a strong talent pipeline to support growth, operational excellence, and future readiness of the organization, while positioning the company as a preferred employer in manufacturing sectors.

Key Responsibilities:

1. Strategic Leadership

- Develop and implement a Talent Acquisition strategy aligned with business growth, digital transformation, and workforce modernization goals.

- Partner with the CHRO and Business Leadership Team to anticipate manpower needs across corporate functions and multi-location plants.

- Drive succession planning and leadership bench strength through proactive external talent mapping.

2. Organization-wide Recruitment Governance

- Establish centralized TA policies, standards, and frameworks for consistent practices across all units and SBUs.

- Define and monitor key hiring KPIs such as Time-to-Fill, Cost-per-Hire, Quality-of-Hire, Diversity, and Internal Mobility.

- Provide governance and advisory oversight to Plant HR teams and regional HR heads for critical and volume hiring.

3. Leadership & Strategic Role Hiring

- Lead and close senior and CXO-1/2 level mandates in coordination with CHRO.

- Build and maintain strong relationships with executive search firms and industry networks to access top leadership talent.

- Partner with functional heads (Manufacturing, Marketing, Supply Chain, Finance, R&D, etc.) for critical position mapping and succession coverage.

4. Recruitment Channels & Talent Pipelines

- Develop a balanced sourcing strategy leveraging digital platforms, internal databases, employee referrals, social media, and external partners.

- Manage relationships with strategic recruitment vendors, ensuring cost-effectiveness, SLA adherence, and brand alignment.

- Implement talent pool creation for niche technical and operational roles to ensure readiness for expansion or attrition scenarios.

5. Campus, Graduate, and Skill Development Initiatives

- Anchor the Campus Recruitment Program from premier engineering, agricultural, and management institutes.

- Build a robust Graduate Engineer Trainee (GET) and Management Trainee (MT) program with structured career paths and mentorship.

- Liaise with sector skill councils and training partners for continuous talent supply in manufacturing and technical roles.

6. Digital & Analytical Excellence

- Oversee implementation and optimization of Applicant Tracking Systems (ATS) and HR analytics dashboards.

- Use data analytics to track recruitment efficiency, diversity metrics, and predictive manpower trends.

- Regularly present strategic dashboards and insights to CHRO and CXO leadership for data-driven decision-making.

7. Employer Branding & Employee Value Proposition

- Partner with Corporate Communications to strengthen employer branding through digital channels, campus connect, and industry events.

- Articulate and promote the company's Employee Value Proposition (EVP) highlighting innovation, sustainability, and professional growth.

- Ensure superior candidate experience and uphold company reputation across all touchpoints.