Talent Acquisition Manager

ROLES & RESPONSIBILITIES

Strategy and Planning

· Develop and lead the Talent Acquisition strategy aligned with business objectives, workforce planning, and future capability needs

· Build talent intelligence frameworks including market mapping, competitor insights, and skill availability analyses to guide hiring decisions

· Advise leadership teams on market trends, salary benchmarks, compensation structures, and hiring best practices to enable informed talent decisions

· Partner with business and HR leadership to translate hiring demand into structured annual and quarterly workforce plans

· Translate hiring demand into structured annual and quarterly recruitment plans with clear priorities and timelines

· Establish governance mechanisms for Talent Acquisition including SLAs, quality metrics, compliance standards, and dashboard‑based reporting

· Optimize recruitment budgets and hiring costs, ensuring alignment with organizational goals and resource efficiency

· Introduce scalable systems, TA processes, AI‑enabled tools, forecasting models, and ATS‑based recruitment technologies to support growth and modernize hiring

· Own candidate journey mapping and retention strategies by defining end‑to‑end hiring touchpoints, identifying experience gaps, and implementing targeted interventions to improve candidate engagement, conversion, and long‑term retention outcomes

Delivery and Execution

· Drive the full recruitment lifecycle for all GTC roles across technology, digital, corporate, and leadership functions

· Oversee sourcing, screening, interviewing, assessment coordination, and offer negotiation to ensure consistent, high‑quality hiring outcomes

· Define, manage, and monitor recruitment SLAs in collaboration with hiring managers and business leaders

· Lead senior, niche, and critical hiring mandates while building proactive talent pipelines and succession pools.

· Manage third‑party search firms, staffing partners, and assessment vendors to ensure delivery excellence and adherence to expectations.

· Execute employer branding initiatives, hiring events, talent outreach programs, and digital recruitment campaigns to attract top talent.

· Prepare and present recruitment performance reports, including hiring trends, funnel health, diversity hiring progress, and recruiter productivity.

· Apply deep market benchmarking practices to ensure competitive and equitable offer recommendations.

· Ensure a consistent, engaging, and positive candidate experience across all touchpoints

Support and Enablement

· Implement TA operations frameworks, SOPs, documentation, audits, and compliance aligned to global and regional standards

· Track and analyze key recruitment metrics such as time‑to‑fill, cost‑per‑hire, offer acceptance rate, and candidate quality to drive continuous improvement

· Strengthen recruitment analytics capabilities through forecasting, funnel optimization, and insights‑based recommendations

· Partner with other HR functions to ensure smooth integration and process alignment

· Identify process improvement opportunities across hiring workflow, tools, and recruiter capability uplift

· Drive diversity hiring programs through structured outreach, partnerships, and inclusive hiring practices

People Leadership

· Build and lead a high‑performing TA team with strong sourcing, stakeholder management, and recruiting capability

· Coach, mentor, and develop recruiters through structured learning programs, skills uplift, and continuous feedback

· Set clear team goals, performance expectations, productivity standards, and governance routines

· Foster a culture of collaboration, innovation, accountability, and continuous improvement within the TA team

· Represent the TA charter confidently with senior stakeholders, driving alignment between business expectations and TA delivery

JOB REQUIREMENTS

Education and Certifications

· Master’s degree (MBA or equivalent) with a specialization in human resources, personnel management or a related field

· Certifications in SHRM-SCP, HRCI-SPHR or CIPD Level 7 are an added advantage

Required Experience

· 9-12 years of progressive experience in talent acquisition, with at least 3-4 years in a TA lead or related role

· Proven experience working within a Global Capability Center (GCC), shared services, or technology hiring and ramp-up projects

· Demonstrated success in leading end‑to‑end TA strategy, including workforce planning, capability building, and process excellence

· Expertise in hiring across technology, digital, product, analytics, and corporate functions

· Comprehensive understanding of labour markets, compensation benchmarks, hiring compliance, and employer branding

· Strengthen and scale the employee referral program by driving targeted campaigns, improving referral pipeline quality, and ensuring inclusive outreach across all employee groups

· Lead campus hiring initiatives by managing university partnerships, planning engagement events, and building strong, diverse talent pipelines for graduate and internship roles

· Advance early‑career and DEI hiring by activating inclusive sourcing strategies, engaging underrepresented talent communities, and embedding DEI principles throughout the screening and selection process

· Extensive experience in high‑volume, niche/critical, and senior leadership hiring, consistently delivering predictable outcomes across time‑to‑hire and quality‑of‑hire metrics

· Hands-on exposure to recruitment analytics, funnel management, and dashboarding; ability to translate insights into action

· Experience managing recruitment partners/search firms/assessment vendors with clear SLAs and performance governance

Essential Skills

· Ability to partner with CXOs, business heads, and hiring leaders. Advise on market trends, salary benchmarks, and hiring best practices

· Strong salary negotiation, offer-closing strategies, and counter-offer management with strong understanding of compensation structures and market benchmarking

· Expert in sourcing, screening, interviewing, assessment orchestration, and offer management with consistent candidate experience

· Skilled in ATS platforms (eg, Zoho, Workday) and modern sourcing/assessment tools with ability to drive adoption and best practices

· Proficient at tracking and improving time-to-fill, cost-per-hire, offer-acceptance rate, and candidate quality

· Experienced in preparing hiring trend, diversity, and recruiter productivity reports

· Skilled at defining recruitment SLAs, operational cadences, and governance frameworks to ensure delivery predictability and compliance