Key Responsibilities:

Talent Acquisition Strategy and Planning:

- Develop and implement talent acquisition plans aligned with business objectives and workforce requirements.

- Partner with business heads and hiring managers to understand current and future manpower needs.

- Drive recruitment planning, prioritization, and execution to meet agreed hiring targets.

- Identify critical and niche roles and develop proactive sourcing strategies.

End-to-End Recruitment:

- Manage the complete recruitment lifecycle, including requisition validation, sourcing, screening, interviewing, offer management, and onboarding coordination.

- Ensure timely closure of positions within defined turnaround times and recruitment budgets.

- Build and maintain talent pipelines through job portals, professional networks, employee referrals, recruitment agencies, and direct sourcing.

- Lead recruitment for mid-level, senior-level, and specialized positions, as required.

- Ensure consistent assessment standards and effective selection processes.

Stakeholder Management:

- Build strong working relationships with business leaders, hiring managers, HR business partners, and other stakeholders.

- Conduct regular recruitment review meetings to track open positions, hiring progress, bottlenecks, and closure plans.

- Provide market intelligence on talent availability, compensation benchmarks, and competitor hiring trends.

- Manage stakeholder expectations and recommend solutions to address challenging hiring requirements.

Team Leadership and Development:

- Guide and mentor recruiters and sourcing specialists to improve productivity and recruitment effectiveness.

- Allocate recruitment mandates and monitor individual and team performance.

- Establish best practices, standard operating procedures, and consistent recruitment processes.

- Promote collaboration, accountability, and continuous learning within the recruitment team.

Recruitment Analytics and Reporting:

- Track and analyze key recruitment metrics, including time to fill, time to hire, cost per hire, offer-to-joining ratio, requisition ageing, source effectiveness, hiring manager and candidate satisfaction, and recruitment team productivity.

- Prepare periodic recruitment dashboards and management reports.

- Identify trends and implement corrective actions to improve hiring efficiency and quality.

Employer Branding and Candidate Experience:

- Strengthen the organization's employer brand across relevant talent markets.

- Enhance candidate engagement and communication throughout the recruitment process.

- Drive employee referral initiatives, recruitment campaigns, and talent networking activities.

- Ensure a professional, transparent, and positive candidate experience.

Governance and Process Excellence:

- Ensure compliance with company recruitment policies, applicable employment laws, and data privacy requirements.

- Maintain accurate recruitment records, applicant tracking system data, and recruitment documentation.

- Monitor recruitment agency performance and ensure adherence to agreed service levels.

- Identify opportunities to streamline recruitment processes through automation, technology, and continuous improvement.

Key Performance Indicators (KPIs):

- Achievement of approved hiring targets within agreed timelines.

- Reduction in time to fill and ageing of open requisitions.

- Improvement in quality of hire and new-hire retention.

- Offer acceptance and offer-to-joining conversion rates.

- Recruitment cost optimization and sourcing effectiveness.

- Hiring manager and candidate satisfaction.

- Accuracy and timeliness of recruitment reporting.

- Productivity and performance of the recruitment team.

- Compliance with recruitment policies and process standards.

Educational Qualifications:

- Bachelor's degree in Human Resources, Business Administration, or a related discipline.

- Master's degree or MBA in Human Resources is preferred.

Experience:

- Typically 8 - 11 years of experience in talent acquisition or recruitment.

- Prior experience managing end-to-end recruitment across multiple functions or business units.

- Experience in stakeholder management, recruitment analytics, and talent sourcing.

- Prior team leadership or mentoring experience is preferred.

Required Skills and Competencies:

- Strong recruitment planning and execution capabilities.

- Excellent stakeholder management and influencing skills.

- Strong sourcing, screening, and candidate assessment expertise.

- Analytical thinking and data-driven decision-making.

- Team leadership, coaching, and problem-solving abilities.

- Effective verbal and written communication.

- Proficiency in applicant tracking systems, HRMS platforms, job portals, and MS Excel.

- Ability to manage multiple priorities in a fast-paced environment.

- High levels of integrity, confidentiality, and professional judgment.

Key Working Relationships:

- Internal: Business Heads, Hiring Managers, HR Business Partners, HR Operations, Compensation and Benefits, and Senior Management.

- External: Recruitment agencies, job portals, professional networks, educational institutions.