Talent Acquisition Manager

Job Title: Manager – Talent Acquisition

Function: Human Resources

Location: (Corporate Office)

Reporting to: Lead – Talent Acqusition

Role Purpose

The Manager – Talent Acquisition is responsible for designing and executing end-to-end recruitment strategies for a manufacturing organization for it's Plants across India and R&D Centre, covering leadership, senior management roles as well as junior plant level roles. The role focuses on building a strong talent pipeline, reducing time-to-hire, ensuring quality hiring, and strengthening employer branding in manufacturing talent markets.

Key Responsibilities

1. Talent Acquisition Strategy

• Develop and implement an annual recruitment plan aligned with manpower budgets and production plans.
• Forecast hiring needs for plant operations, maintenance, quality, engineering, supply chain, EHS, and corporate functions .
• Build sourcing strategies for critical and hard-to-fill manufacturing roles.

2. End-to-End Recruitment

• Manage full-cycle recruitment: workforce planning, sourcing, screening, interviewing, offer management, and onboarding.
• Drive bulk and volume hiring for shop-floor and technician roles during ramp-ups or new lines/projects.
• Coordinate with plant heads, department managers, and HRBP teams to close positions within defined TAT.

3. Sourcing & Talent Pipeline

• Leverage multiple sourcing channels:
• Job portals, referrals, staffing partners
• ITIs, Diploma colleges, Engineering colleges
• Local talent markets near plant locations
• Build and maintain talent pools for recurring manufacturing roles.
• Strengthen vendor management and control recruitment costs.

4. Campus & Early Talent Hiring

• Lead campus hiring programs for ITIs, polytechnics, and engineering institutes.
• Design apprentice, trainee, and graduate engineer programs in coordination with L&D.
• Manage pre-placement talks, selection processes, and onboarding.

5. Stakeholder Management

• Act as a recruitment advisor to business leaders and plant management.
• Ensure hiring decisions balance skill fit, cultural fit, safety mindset, and cost considerations.
• Provide regular hiring dashboards and updates to leadership.

6. Employer Branding & Process Excellence

• Enhance employer branding in local and regional manufacturing talent markets.
• Ensure recruitment processes comply with labour laws, company policies, and audit requirements.
• Continuously improve recruitment processes using data, metrics, and market insights.

7. Recruitment Metrics & Reporting

• Track and improve key TA metrics:
• Time to hire
• Cost per hire
• Offer-to-joining ratio
• Attrition within 90 days
• Maintain accurate MIS and recruitment documentation.

Key Skills & Competencies

• Strong understanding of manufacturing hiring (shop-floor, technical & plant roles)
• Stakeholder management and negotiation skills
• Knowledge of labour markets, wage structures, and hiring cycles
• Vendor management and cost optimization
• Data-driven decision making and recruitment analytics
• High ownership, execution focus, and problem-solving mindset

Qualifications & Experience

• MBA / PGDM in HR or equivalent qualification
• 6–10 years of experience in Talent Acquisition, preferably in manufacturing / chemical / building material industries
• Hands-on experience in manufacturing hiring, r&d hiring, and leadership hiring
• Exposure to multi-location or greenfield project hiring is an advantage

Success Indicators

• Timely closure of critical and volume roles
• Reduced time-to-hire and cost-per-hire
• High quality of hire and early-stage retention
• Positive hiring manager feedback
• Strong bench of ready talent for manufacturing needs