Talent Acquisition

Job Summary:

Looking for an experienced Talent Acquisition Executive to drive end-to-end recruitment operations, workforce planning, employer branding, talent sourcing, stakeholder management, and hiring process optimization. The role focuses on attracting top talent, improving recruitment efficiency, enhancing candidate experience, and ensuring timely closure of critical positions across business functions. Candidates should possess strong expertise in recruitment strategy, sourcing, assessment, stakeholder engagement, employer branding, and recruitment analytics with experience in high-volume and niche hiring environments.

Key Responsibilities Areas (KRAs)

1. Talent Acquisition & Recruitment Management

• Lead end-to-end recruitment activities from manpower requisition to candidate onboarding.
• Develop and execute hiring strategies for lateral, leadership, campus, and niche talent acquisition.
• Manage sourcing channels including job portals, social media, employee referrals, recruitment agencies, and networking platforms.
• Ensure timely closure of open positions while maintaining quality-of-hire standards.
• Drive recruitment planning aligned with organizational growth and workforce requirements.

2. Talent Sourcing & Candidate Engagement

• Build and maintain strong talent pipelines for current and future hiring needs.
• Utilize advanced sourcing techniques, market mapping, and talent intelligence tools.
• Enhance candidate experience throughout the recruitment lifecycle.
• Manage candidate communication, interview scheduling, feedback management, and offer negotiations.
• Maintain a robust database of active and passive candidates.

3. Stakeholder Management

• Partner with business leaders and hiring managers to understand manpower requirements and hiring priorities.
• Provide recruitment insights, market trends, and talent availability analysis to stakeholders.
• Facilitate effective communication between candidates, hiring managers, HR teams, and external partners.
• Manage escalations and ensure smooth resolution of recruitment-related challenges.

4. Employer Branding & Talent Attraction

• Support employer branding initiatives through social media, job portals, employee testimonials, and career events.
• Promote the organization’s Employee Value Proposition (EVP) to attract quality talent.
• Represent the company in job fairs, campus drives, networking events, and industry forums.
• Drive recruitment marketing campaigns to strengthen talent attraction efforts.

5. Recruitment Analytics & Process Excellence

• Monitor recruitment metrics such as TAT, cost-per-hire, source effectiveness, offer-to-join ratio, and quality of hire.
• Prepare recruitment dashboards, MIS reports, and hiring status updates for leadership.
• Identify opportunities for process improvement and recruitment automation.
• Ensure compliance with recruitment policies, diversity hiring goals, and organizational standards.
• Drive continuous improvement in hiring processes and recruitment technology adoption.

6. Onboarding & Workforce Planning Support