Description:

Location: Chennai

Experience: 12-15 years

Function: Human Resources - Talent Acquisition

Reports to: Head - Talent Acquisition

Role Purpose

The Talent Acquisition - Strategy leader will architect and drive scalable, high-quality hiring strategies across volume, lateral, and technology hiring, ensuring speed, cost efficiency, workforce readiness, and strong employer brand.

This role is accountable for translating business growth plans into predictable, data-driven hiring outcomes while building future-ready TA capabilities.

Key Responsibilities

TA Strategy & Workforce Planning

- Partner with business and HR leadership to convert growth plans into short-term and long-term hiring strategies.

- Design integrated TA strategies covering volume, lateral, niche, and technology hiring.

- Lead annual and quarterly workforce planning, demand forecasting, and hiring prioritization.

- Balance build-vs-buy decisions in collaboration with Talent Management

Volume Hiring Excellence

- Design and govern high-throughput volume hiring models for frontline, sales, operations, and early-career roles.

- Drive referral, vendor-led, apprenticeship, campus hiring strategies.

- Optimize hiring velocity while maintaining quality and compliance.

- Create standardized assessment, onboarding, and deployment playbooks.

Lateral & Leadership Hiring

- Lead lateral hiring strategies for mid-senior roles across functions.

- Build strong talent mapping and competitor intelligence capabilities.

- Partner with leadership on critical and confidential hires.

- Enable structured interview, evaluation, and offer governance frameworks.

Employer Branding & Candidate Experience

- Position TA as a brand and experience custodian, not just a hiring engine.

- Collaborate with marketing and business teams to strengthen employer brand narratives.

- Design differentiated EVP propositions for volume vs tech vs leadership talent.

- Drive seamless, consistent, and inclusive candidate journeys.

TA Operations, Governance & Compliance

- Establish standardized TA processes, SLAs, and governance across hiring segments.

- Ensure compliance with labour laws, data privacy, DEI, and internal policies.

- Own vendor strategy including RPOs, staffing partners, and niche consultants.

- Drive continuous process improvement and automation.

Data, Analytics & ROI

- Define TA metrics aligned to business value (time-to-fill, cost-per-hire, quality-of-hire, offer-to-join).

- Build real-time dashboards for leadership reviews and decision-making.

- Track ROI on sourcing channels, vendors, and branding initiatives.

- Use predictive analytics to manage hiring risks and talent shortages.

Stakeholder & Leadership Engagement

- Act as a strategic advisor to business leaders and HR Head on talent availability and hiring trade-offs.

- Lead hiring governance forums and periodic talent reviews.

- Influence leadership decisions using data, market insights, and scenario planning.

TA Team Leadership & Capability Building

- Build and lead a high-performing TA organization across volume, lateral, and tech hiring.

- Develop recruiters into talent advisors, not order-takers.

- Create capability frameworks, training programs, and career paths within TA.

- Drive accountability, ownership, and execution excellence.

Candidate Profile

Education

- Master's degree in HR, Business Administration, or related field.

Experience

- 12-15 years of progressive experience in Talent Acquisition.

- Proven exposure to large-scale volume hiring, lateral hiring, and technology hiring.

- Experience working with senior leadership and complex hiring environments.

Core Competencies

- Strategic workforce planning and TA transformation

- Strong business and financial acumen

- Market intelligence and talent mapping

- Data-driven decision-making

- Stakeholder influence and executive presence

- Change management and operational rigor

Key Success Metrics

- Hiring velocity and predictability

- Quality and retention of hires

- Cost efficiency and channel ROI

- Employer brand strength and candidate NPS

- Business satisfaction with TA outcomes

- TA team capability and productivity