Role Summary:

The Senior Leadership Talent Acquisition will be responsible for developing and executing the organization's talent acquisition strategy to attract, engage, and retain top talent across all functions within the insurance business. The role will lead large-scale hiring initiatives, leadership hiring, workforce planning, employer branding, and recruitment transformation while ensuring alignment with business growth objectives.

Key Responsibilities:

Strategic Talent Acquisition:

- Develop and implement the overall talent acquisition strategy aligned with organizational goals.

- Partner with business leaders to understand workforce requirements and future talent needs.

- Build talent pipelines for critical and niche insurance roles.

- Lead recruitment planning for business expansion, new product lines, and geographic growth.

Leadership & Executive Hiring:

- Drive hiring for senior leadership, CXO, and critical business positions.

- Manage executive search assignments and engage with external search firms.

- Develop succession pipelines for key leadership positions.

Recruitment Operations:

- Oversee end-to-end recruitment processes across all functions.

- Ensure timely fulfillment of hiring requirements while maintaining quality benchmarks.

- Establish and monitor recruitment KPIs, SLAs, and hiring metrics.

- Drive process improvements and recruitment automation initiatives.

Stakeholder Management:

- Partner with business heads, regional leaders, and HR teams to ensure effective workforce planning.

- Act as a strategic advisor to leadership on talent market trends and hiring strategies.

- Present hiring analytics and talent insights to senior management.

Employer Branding:

- Strengthen the company's employer brand across digital and social media platforms.

- Build partnerships with universities, industry associations, and professional networks.

- Lead campus recruitment and management trainee programs.

Talent Intelligence & Analytics:

- Monitor industry talent trends, compensation benchmarks, and competitor hiring activities.

- Utilize data analytics to improve hiring efficiency and candidate experience.

- Prepare periodic reports and dashboards for leadership review.

Team Leadership:

- Lead, mentor, and develop the Talent Acquisition team.

- Establish performance goals and development plans for recruiters.

- Foster a high-performance and collaborative recruitment culture.

Key Result Areas (KRAs):

- Achievement of annual hiring targets.

- Leadership hiring success rate.

- Reduction in time-to-fill and cost-per-hire.

- Quality of hire and retention metrics.

- Candidate experience and employer brand enhancement.

- Diversity and inclusion hiring objectives.

- Recruitment process efficiency and compliance.