Lead – Talent Acquisition

• End-to-End Talent Acquisition Ownership across multiple functions and locations
• Translate business demand into structured manpower plans and hiring roadmaps
• Manage the complete recruitment lifecycle – demand intake, sourcing, screening, interviewing, offer management, and onboarding handover
• Manpower Planning, Budgeting & Hiring Governance
• Work extensively on manpower budgeting and workforce planning
• Build and maintain hiring matrices aligned to organisation structure, role levels, and approval frameworks
• Ensure all hiring is aligned to approved manpower budgets and governance norms
• Drive disciplined interview, selection, and offer approval processes
• RPO & Vendor Management
• Manage RPO partners and recruitment consultants to ensure consistent and timely hiring delivery
• Define SLAs, track vendor performance, and drive cost and quality optimisation
• Ensure vendor adherence to hiring guidelines, budgets, and quality benchmarks
• Large-Scale & Multi-Role Hiring Execution
• Lead large-scale hiring initiatives across multiple departments
• Manage simultaneous hiring across diverse role categories, including frontline, corporate, leadership, and specialised / niche roles
• Build and execute scalable hiring plans to support rapid workforce ramp-up
• Coordinate sourcing channels, RPO partners, and internal teams to meet time-bound hiring commitments
• Recruitment MIS, Reporting & Data Tracking
• Own end-to-end recruitment MIS, dashboards, and leadership reporting
• Track key metrics including time-to-hire, cost-per-hire, funnel health, ageing, and offer acceptance
• Use hiring data to identify risks, improve efficiency, and enable informed decision-making
• Compensation Alignment & Salary Parity
• Ensure salary parity and internal equity across roles and levels
• Ensure offers are aligned with internal compensation structures and market benchmarks
• Flag and manage risks related to compensation anomalies and offer exceptions
• Employer Branding & Process Excellence
• Strengthen employer branding initiatives across sourcing channels
• Continuously improve recruitment processes, systems, and ATS usage
• Ensure a consistent and positive candidate experience

• 8–12 years of end-to-end Talent Acquisition experience in large, structured organisations
• Proven experience independently leading Talent Acquisition in large, structured organisations
• Strong exposure to manpower planning, hiring matrices, and budget-controlled hiring
• Solid understanding of compensation structures and salary parity management
• Strong expertise in recruitment MIS, reporting, and data tracking
• Experience managing large-scale, multi-role hiring programs, including specialised and niche roles
• Strong exposure to RPO management and vendor governance
• Excellent stakeholder management, negotiation, and influencing skills
• Data-driven, process-oriented, and governance-focused mindset
• MBA from a reputed institute (HR preferred)
• Certifications in Talent Acquisition, HR Analytics, or Compensation & Benefits will be an added advantage

Certifications in Talent Acquisition, HR Analytics, or Compensation & Benefits will be an added advantage