Role Purpose:

Lead Lenskart's national store hiring engine across Store Directors/Managers, Optometrists and store sales and operations staff. You will own demand-to-offer delivery end to end: precision hiring in the right clusters at the right cost, and a recruiter team that is skilled, measured and recognized. You will build processes that remove friction for recruiters and business teams rather than add to it.

Key Responsibilities:

1. Demand planning and hiring delivery:

- Deliver hiring volumes, quality and speed for CAT-A/CAT-B stores and new store openings across all circles.

- Drive precision hiring: focus effort based on business priorities; Allocate recruiters in line with business needs.

2. Process, governance and cost:

- Own and evolve hiring governance to ensure Right Hiring at Right Cost, Right Place and with Right Quality.

- Ensure candidate level TATs against defined standards.

- Reduce cost of hiring while improving quality of hire and early retention.

3. Team leadership:

- Lead, coach and develop 3 - 4 direct reports and, through them, the wider recruiter team.

- Run input-led performance management: daily tracking of interview lineups, shows and no-shows, evaluations, selections and offers during bulk hiring.

- Build a high-performance culture with clear goals, regular reviews, succession planning and recognition of the team's work.

- Develop a team through fact based problem solving and using constructive feedback mechanisms.

4. Stakeholder management and reporting:

- Partner with Circle Heads, Store Operations, HRBPs, Finance and Compensation teams; act as the single point of accountability for retail hiring.

- Present clear MIS and dashboards to senior leadership on pipeline, conversion, cost, quality and recruiter productivity.

Success Metrics:

- Hiring plan achievement versus demand, by circle and cluster.

- Ensuring New Store hiring and deployment before the store opening date.

- Offers per recruiter per working day, and funnel conversion (lineups to shows to selections to offers).

- Compensation grid compliance and cost per hire.

- Quality of hire: assessment pass rates and early attrition.

- Demand data accuracy and tracking discipline (CRM and daily trackers).

- Team capability, engagement and retention.

Who You Are:

Experience and Education:

- 6 - 10 years in Talent Acquisition, with at least 3 years leading high-volume retail, frontline or multi-location hiring.

- Proven experience managing a multi-level TA team, ideally including managers as direct reports.

- MBA / PGDM in HR or equivalent preferred.

Skills:

- Strong command of workforce planning, funnel metrics and data-led decision making; comfortable with Power BI, Excel/Google Sheets and CRM or ATS tools.

- Sound understanding of compensation structures and offer governance.

- Ability to build and scale processes while keeping recruiters and business teams on side.

- Excellent stakeholder influence, communication and coaching skills.

- Familiarity with regional hiring markets is a plus.