Job Description:

We are seeking a strategic Head of Talent Acquisition to lead the hiring function for our GCC Business Unit. This role demands a leader who can blend the speed and agility of staffing with the process rigor and quality standards of a Global Capability Center. You will act as a Project Lead for Talent, transforming undefined hiring mandates into structured, executed delivery plans. You will govern the quality threshold, managing complex stakeholder relationships with the authority to advise, pivot, and push back when necessary to ensure long-term business success.

- Operational Mindset: Strong grasp of operational metrics (SLA, TAT, QoH) and the ability to translate business goals into recruitment project plans.1. Strategic Talent Planning & Project Management

Key Responsibilities:

1. Strategic Talent Planning & Project Management

- Talent Delivery as a Project: Approach hiring mandates with a project management mindset. Break down complex requirements into actionable hiring plans, anticipating variability and resource needs well in advance.

- Sourcing Strategy & Cost Optimization: Design and execute a multi-channel sourcing strategy that reduces dependence on high-cost vendors. Drive margin improvements by identifying and utilizing high-quality, low-cost sourcing channels.

- Resourcefulness & Adaptability: Operate effectively within a high-velocity, fluid environment. Demonstrate the ability to "switch gears" instantly between high-volume operational hiring and niche, focused GCC searches depending on business criticality.

2. Stakeholder Management & Governance

- Strategic Advisory: Serve as a trusted advisor to Business Unit Heads and Customers. You are expected to validate requirements rigorously and offer consultative pushback on unrealistic demands or parameters that do not align with market realities.

- Gatekeeper of Standards: Exercise decision-making authority on candidate quality. You will have the mandate to decline requests or profiles that do not meet the strict qualifying parameters, regardless of pressure to fill roles quickly.

- Ecosystem Orchestration: Manage the complete ecosystem of internal teams and external vendors. Ensure all partners understand the specific "GCC Context" vs. "Staffing Context" and deliver according to the distinct quality benchmarks of each.

3. Operational Excellence & Quality Assurance

- Quality-First Execution: Maintain focus on Quality over Volume. Implement rigorous screening layers to ensure the "Quality of Hire" (QoH) remains high, measuring success by candidate performance post-deployment rather than just offer acceptance.

- Process Optimization: Reduce Turnaround Time (TAT) by streamlining the feedback loop between sourcing teams and technical panels, ensuring "Cost of Vacancy" does not impact product delivery.

- Capacity Forecasting: Proactively forecast hiring needs to manage team bandwidth effectively, ensuring the recruitment engine runs smoothly without burnout or bottlenecks. Candidate Profile

- Experience: 10+ years in Talent Acquisition, with a mandatory background combination of Staffing/Agency (for agility) and GCC/Product environments (for process & quality).

- Core Competency: Proven ability to manage "Multi-variate roles" and complex demand cycles.

- Stakeholder Skills: High-level influencing skills with the confidence to present data-backed roadblocks to senior leadership (CIOs/VPs) and negotiate timelines or profiles.

- Operational Mindset: Strong grasp of operational metrics (SLA, TAT, QoH) and the ability to translate business goals into recruitment project plans.