Lead - Talent Acquisition

Lead - Talent Acquisition

Human Resources

REPORTS TO

CHRO

POSITION SIZE

FINANCIAL / OPERATIONAL

NON-FINANCIAL

Assets: N/A

Budget: N/A

DIRECT REPORTEES

NA

INDIRECT REPORTEES

NA

POSITION REQUIREMENTS

Education

• MBA / PGDM from a reputed institution, or a strong undergraduate degree with demonstrable professional achievement.

Experience

• 8-12 years of experience in talent acquisition, and/or executive search— with a significant portion spent hiring for investment, finance, or professional services roles.

• Prior experience at an executive search firm, investment bank, PE/VC fund, or financial services conglomerate is strongly preferred.

• Demonstrated ability to independently manage senior and complex mandates — not just process coordination..

SKILL/COMPETENCIES REQUIREMENTS

• You have a network in the investment and financial services talent market and know how to use it.

• You think like an investor when evaluating candidates — you assess potential, not just pedigree.

• You are commercially curious — you understand what the people you are hiring actually do, and that makes you better at finding and assessing them.

• You hold yourself to a high standard on quality and are unwilling to compromise on it under time pressure.

• You are proactive, structured, and follow through — hiring managers trust you because you deliver what you say you will.

NETWORK

WITHIN THE ORGANIZATION

OUTSIDE THE ORGANIZATION

• Business Heads

• Business Teams

• HRBPs

• Research Houses

• Consultants

• Industry experts

• Candidates

• TA agencies

#

AREA

KEY ACTIVITIES

1

Talent Strategy & Pipeline

• Partner with investment and functional team heads to define talent requirements — translating business needs into precise candidate profiles, sourcing strategies, and hiring roadmaps.

• Build and maintain a living talent pipeline across Essar Capital's core hiring verticals — investment professionals, finance & treasury, legal & compliance, and techno-commercial functions.

• Proactively map talent at target organisations — investment banks, PE/credit funds, Big 4, consulting firms, and Tier-1 corporates — building relationships with high-potential professionals before a vacancy exists.

• Own the organisation's talent brand in the market — how Essar Capital is perceived as an employer by mid-senior professionals across its key hiring pools.

2

End-to-End Hiring Execution

• Partner with investment and functional team heads to define talent requirements — translating business needs into precise candidate profiles, sourcing strategies, and hiring roadmaps.

• Build and maintain a living talent pipeline across Essar Capital's core hiring verticals — investment professionals, finance & treasury, legal & compliance, and techno-commercial functions.

• Proactively map talent at target organisations — investment banks, PE/credit funds, Big 4, consulting firms, and Tier-1 corporates — building relationships with high-potential professionals before a vacancy exists.

• Own the organisation's talent brand in the market — how Essar Capital is perceived as an employer by mid-senior professionals across its key hiring pools.

3

Candidate Experience & Branding

• Own the end-to-end candidate experience — from first contact through onboarding — ensuring every interaction reflects the quality and seriousness of the organisation.

• Build Essar Capital's presence across relevant talent communities — campus networks, professional associations, LinkedIn, and industry forums.

• Partner with HRBP on onboarding design and early-tenure engagement to ensure new hires are set up for success from Day 1.

4

Talent Intelligence

• Maintain a market intelligence function — tracking compensation benchmarks, talent movement, hiring trends, and competitor positioning across Essar Capital's key hiring verticals.

• Advise hiring managers on candidate availability, market rates, and realistic expectations — acting as a credible talent advisor, not just a process executor.

• Build and maintain a structured candidate database, enabling warm outreach and faster fulfilment on priority mandates.

KEY PERFORMANCE INDICATORS

• Time to hire and time to fill

• Offer to joining ratio

• New hire 6 months retention rate

• Candidate experience