EXECUTIVE TALENT ACQUISITION

Job Purpose

This role is accountable for delivering high-volume recruitment with efficiency, quality, accuracy, and effective stakeholder management. The incumbent will manage multiple hiring requisitions concurrently, proactively source and shortlist qualified candidates, coordinate closely with hiring managers and business stakeholders, oversee offer management and compensation negotiations, and ensure timely closure of recruitment activities.

In addition to Talent Acquisition responsibilities, the role will act as an HR Business Partner for assigned functions, supporting workforce planning, employee retention initiatives, internal mobility, backfill planning, and organizational structure requirements. The position requires a proactive, detail-oriented, and execution-focused professional capable of managing multiple recruitment and HR priorities within a dynamic, fast-paced environment.

Job Responsibilities

• Talent Acquisition & Recruitment Delivery
• Manage & execute high-volume recruitment processes efficiently, including sourcing, screening, shortlisting, interview coordination, assessment facilitation, offer management, salary negotiation, onboarding coordination, and recruitment closure for multiple positions across assigned departments.
• Proactively source qualified candidates through LinkedIn, job portals, employee referrals, talent databases, professional networks, direct outreach, and market mapping.
• Develop and maintain talent pipelines for critical, high-volume, niche, and hard-to-fill roles to support current and future workforce requirements.
• Ensure a positive candidate experience by managing communication, expectations, follow-ups, and offer acceptance processes professionally and proactively.
• Maintain accurate and up-to-date recruitment records, including hiring trackers, candidate data, approvals, interview feedback, offer status, joining updates, and supporting documentation.
• HR Business Partnering & Stakeholder Management
• Act as an HR point of contact for assigned departments on Talent Acquisition, workforce planning, retention, organizational structure, and talent movement matters.
• Work closely with HODs, line managers, and internal HR teams to understand business needs, manpower requirements, role expectations, and talent priorities.
• Support managers in identifying current and future talent needs and aligning HR support with departmental priorities.
• Follow up proactively with stakeholders to ensure timely decisions, smooth execution, and closure of recruitment and HR-related actions.
• Workforce Planning & Budget Support
• Support workforce planning activities by coordinating with departments on approved headcount, vacancies, replacements, new positions, and future headcount requirements.
• Track hiring progress against approved headcount plans and highlight gaps, delays, risks, and critical requirements.
• Support workforce budgeting and position planning by maintaining accurate headcount, position, and vacancy data.
• Prepare headcount reports, hiring status updates, recruitment dashboards, and analysis for management review and decision-making.
• Proactively anticipate backfill requirements arising from resignations, transfers, promotions, internal movements, or organizational changes.
• Retention, Internal Mobility & Talent Movement
• Support retention-related actions by helping departments identify key roles, critical talent needs, replacement risks, and suitable internal or external talent options.
• Facilitate internal hiring, job movements, transfers, rotations, status changes, and related coordination in line with approved policies and business needs.
• Organizational Design & HR Intervention Support
• Support organizational structure and design-related initiatives by preparing data, analysis, position information, reporting-line details, and presentation material.
• Coordinate with departments and HR teams on position creation, role alignment, reporting structures, grading coordination, and implementation of approved organizational changes.
• Assist in preparing presentations and working documents for HR interventions related to organizational design, workforce planning, recruitment, retention, and manpower optimization.
• EVP, Employer Branding & Talent Programs Support
• Support EVP, employer branding, and candidate attraction initiatives through coordination, content input, market insights, and execution support.
• Assist in university engagement, career fairs, campus hiring, internship programs, trainee programs, and other early-career talent initiatives.
• Coordinate with academic institutions, candidates, students, and internal stakeholders for smooth execution of youth hiring and talent development programs.
• Contribute to strengthening the organization’s employer brand image through professional candidate communication, positive hiring experience, and well-executed talent initiatives.
• Recruitment Analytics & Process Improvement
• Prepare and maintain recruitment and HR dashboards covering open positions, closures, turnaround time, aging, offer acceptance, joining status & internal movement.
• Analyze recruitment and manpower data to identify delays, bottlenecks, sourcing gaps, workforce risks, and improvement areas.
• Support improvements in recruitment workflows, sourcing methods, documentation, reporting formats, approval processes, and stakeholder coordination.
• Use data and market insights to support better hiring decisions, workforce planning, and HR interventions.
  
  

Eligibility Criteria (Education, Knowledge, Experience and Skills): Education:

• Bachelor’s degree in Human Resources, Business Administration, Marketing, IT/Engineering, Management Sciences, or a related discipline
  
  

Work Experience

• Preferably 2-3 years of relevant experience in Talent Acquisition, Recruitment, HR Business Partnering, Workforce Planning, or related domains. Experience in high-volume hiring, stakeholder-driven recruitment, internal mobility, recruitment analytics, and HR coordination in a large or fast-paced organization will be preferred.
  
  

Skills - Generic:

• Communication and interpersonal skills
• Planning and organizing
• Analytical thinking
• Follow-up and execution
• Attention to detail
• Problem-solving
• Ownership and accountability
• Adaptability
• Teamwork and collaboration
  
  

Skills - Job Specific:

• PreferablyStrong hands-on experience in end-to-end recruitment and high-volume hiring
• Ability to manage multiple hiring positions simultaneously with speed, accuracy, and quality.
• Strong sourcing, shortlisting, headhunting, candidate engagement, and market mapping skills.
• Good understanding of HR Business Partnering, workforce planning, manpower tracking, retention support, and internal mobility.
• Ability to coordinate effectively with HODs, line managers, candidates, HR teams, and other stakeholders.
• Strong follow-up, attention to detail, and ability to stay on top of multiple priorities.
• Proficiency in MS Excel, PowerPoint, LinkedIn, job portals, ATS/recruitment systems, and modern sourcing tools.
• Ability to work effectively in a fast-paced, result oriented, and stakeholder-driven environment.
  
  

Special Requirement

• The role requires a proactive, detail-oriented, and execution-focused individual who can manage high-volume recruitment while also supporting HR Business Partnering responsibilities for assigned departments.
  
  

Others: -