Talent Acquisition Operations Manager

Job Summary

The TA Operations Manager will own the operational backbone of the Talent Acquisition function — driving hiring execution across the organization while building robust reporting and analytics to track recruitment performance. This role blends hands-on recruitment delivery with process ownership, ensuring hiring targets are met on time, and that leadership has accurate, timely visibility into TA metrics and pipeline health.

Key Responsibilities

Hiring & Recruitment Delivery

● Own end-to-end hiring operations across multiple business units/functions, ensuring roles are filled within defined TAT (turnaround time) and quality benchmarks.

● Partner with hiring managers and business leaders to understand hiring needs, define role requirements, and build effective sourcing strategies.

● Manage and optimize the recruitment funnel — sourcing, screening, interviews, offer, and onboarding handoffs to reduce time-to-fill and improve candidate experience.

● Drive hiring for volume/bulk requirements as well as niche/critical roles, coordinating with sourcing teams, vendors, and consultants as needed.

● Monitor recruiter productivity and pipeline health; step in to unblock stuck requisitions.

● Ensure adherence to hiring policies, compliance requirements, and approval workflows (budget, headcount, background verification, etc.).

● Manage relationships with recruitment vendors, staffing agencies, and job portals; negotiate and track SLAs.

Reporting & Analytics

● Design, build, and maintain TA dashboards and reports (weekly/monthly/quarterly) covering key metrics: open positions, time-to-fill, source mix, offer-to-join ratio, cost-per-hire, attrition of new hires, recruiter productivity, and funnel conversion rates.

● Provide leadership with regular hiring status updates, trend analysis, and forecasts to support workforce planning decisions.

● Identify bottlenecks in the hiring funnel using data and recommend process improvements.

● Maintain data accuracy and hygiene within the ATS (Applicant Tracking System) and HRIS; ensure consistent tagging, status updates, and audit trails.

● Prepare ad-hoc reports and deep-dive analyses for leadership reviews, board decks, or audits as required.

● Track and report against manpower budgets/plans, flagging variances proactively.

Process & Systems

● Continuously improve TA processes, SOPs, and workflows to increase efficiency and consistency across teams.

● Own and administer the ATS/recruitment tech stack; troubleshoot issues and drive adoption among recruiters and hiring managers.

● Support automation initiatives (e.g., interview scheduling, candidate communication, report generation) to reduce manual effort.

● Ensure a smooth candidate experience through every stage of the hiring journey.

● Partner with HR Business Partners and Finance on headcount planning, budgeting, and approvals.

Required Skills & Qualifications

● Bachelor's degree in HR, Business Administration, or related field (MBA/PGDM preferred).

● 5–8 years of experience in Talent Acquisition, with at least 2–3 years in a TA Operations, Recruitment Operations, or similar hybrid role.

● Strong hands-on experience managing full-cycle hiring, preferably across both bulk and lateral/niche hiring.

● Proven expertise in building reports and dashboards (Excel/Google Sheets advanced skills required; Power BI/Tableau is a plus).

● Working knowledge of ATS platforms (e.g., Greenhouse, Lever, SmartRecruiters, Naukri, SuccessFactors, Workday Recruiting, or similar).

● Strong analytical mindset with the ability to translate data into actionable insights.

● Excellent stakeholder management skills — comfortable working with hiring managers, leadership, and cross-functional teams.

● Strong organizational skills with the ability to manage multiple hiring pipelines simultaneously.

● Excellent verbal and written communication skills.

Preferred / Good to Have

● Experience with recruitment of automation tools or workflow builders.

● Exposure to workforce planning and budgeting processes.

● Prior experience presenting hiring metrics to senior leadership.

● Experience managing or mentoring a small team of recruiters/coordinators.

Key Performance Indicators (KPIs)

● Time-to-fill and time-to-offer

● Offer-to-joining ratio

● Cost-per-hire

● Recruiter productivity/output

● Report accuracy and timeliness (weekly/monthly TA dashboards)

● Hiring manager and candidate satisfaction scores

● Adherence to hiring budget/headcount plan