Role & responsibilities:

Recruitment Strategy & Delivery:

- Own the end-to-end recruitment lifecycle manpower planning, sourcing, screening, interview coordination, offer management, and onboarding handoff across all departments.

- Partner with department heads/HODs to translate business plans into hiring requisitions, role profiles, and grading.

- Drive closure of priority and leadership positions within defined TATs, with a strong focus on reducing aging/days-lapsed on open roles.

- Build and maintain a healthy talent pipeline for recurring and hard-to-fill roles (e.g., Construction, Architecture, Budgeting & Estimation).

Sourcing & Vendor Management:

- Manage and evaluate recruitment consultants, portals, and sourcing channels; negotiate commercials and track performance/fill-ratio by vendor.

- Build direct-sourcing capability (LinkedIn, employee referrals, industry networks) to reduce dependency on paid channels.

- Develop the employer brand in the real estate/construction talent market to improve inbound interest and offer-acceptance rates.

Stakeholder & Leadership Management:

- Act as the primary recruitment point of contact for department heads and senior leadership (including CXO-level hiring where required).

- Manage sensitive and confidential searches (leadership, replacement, and CXO office roles) with discretion.

- Present hiring status, funnel health, and closure plans to the Head HR and leadership on a periodic basis.

MIS, Reporting & Budgeting:

- Maintain and continuously improve recruitment trackers, dashboards, and management reporting (open positions, aging, priority roles, cost of hire, source-mix).

- Track recruitment budget vs. actuals, including consultant fee payouts and CTC benchmarking by grade/role.

- Prepare periodic (weekly/monthly) recruitment updates for management review.

Process, Compliance & Team:

- Ensure adherence to recruitment SOPs, approval workflows, and offer/CTC governance.

- Support salary benchmarking and offer structuring in coordination with Compensation & Benefits.

Preferred candidate profile:

Experience:

- 8 - 11 years of progressive experience in Talent Acquisition/Recruitment, with a significant portion in-house (not purely agency-side).

- Prior experience recruiting for the real estate, construction, infrastructure, or interior design/architecture sectors is strongly preferred.

- Demonstrated experience hiring across both corporate/support functions and technical/project roles (e.g., Construction, Architecture, Budgeting & Estimation).

- Experience managing recruitment consultants/vendors and owning recruitment MIS/dashboards.

Education:

- MBA/PGDM in Human Resources or equivalent postgraduate qualification.

Skills & Competencies:

- Strong stakeholder management skills; comfortable engaging with senior leadership and HODs.

- Hands-on with recruitment trackers, Excel/MIS reporting, and applicant tracking practices.

- Sound understanding of compensation structures and grading in real estate/construction organizations.

- Ability to manage multiple priority searches simultaneously under time pressure.

- High discretion for confidential and leadership-level searches.

- Strong communication and negotiation skills (with candidates, consultants, and internal stakeholders).