Talent Acquisition Manager

JOB DESCRIPTION

Senior Talent Acquisition Manager / Lead

Department - Human Resources

Designation - Senior Talent Acquisition Manager / Lead

Experience - 5–8 Years

Location - Delhi

Employment Type - Full-Time

Reporting To Head – HR & Operations / Management

Salary - Up to ₹35,000 per month (CTC, based on experience)

About the Role

We are looking for an experienced and proactive Senior Talent Acquisition professional who can independently manage the end-to-end recruitment function across the organisation.

The ideal candidate should have strong experience in hiring across multiple functions, excellent stakeholder management skills, strong sourcing capabilities, and the ability to understand business requirements and convert them into effective hiring plans.

This role will be responsible for ensuring that the organisation has the right talent at the right time while maintaining quality, speed, and cost efficiency in recruitment.

Key Responsibilities

1. End-to-End Recruitment

•   Own the complete recruitment lifecycle from Manpower Requisition to Employee Joining.

•   Understand hiring requirements from department heads and management.

•   Prepare and finalise Job Descriptions in coordination with respective departments.

•   Develop sourcing strategies based on the role, seniority, urgency, and skill requirements.

•   Source candidates through LinkedIn, Naukri, job portals, employee referrals, consultants, social media, databases, and other relevant channels.

•   Screen and shortlist candidates based on skills, experience, salary expectations, stability, and cultural fit.

•   Conduct initial HR screening and competency-based interviews.

•   Coordinate technical/functional interviews with concerned department heads.

•   Manage candidate communication and interview scheduling throughout the hiring process.

•   Handle salary negotiation and offer discussions.

•   Ensure timely offer release, documentation, joining formalities, and onboarding coordination.

•   Maintain regular follow-up with selected candidates until their date of joining.

2. Manpower Planning & Hiring Strategy

•   Work closely with management and department heads to understand current and future manpower requirements.

•   Prepare and maintain annual/quarterly manpower hiring plans.

•   Identify critical and priority positions.

•   Track vacancies, ageing positions, hiring timelines, and recruitment status.

•   Recommend appropriate sourcing channels and recruitment strategies for different positions.

•   Support management in building a strong talent pipeline for future requirements.

3. Stakeholder Management

•   Act as the primary HR point of contact for all recruitment-related requirements.

•   Regularly coordinate with HODs, managers, and senior management regarding open positions.

•   Challenge unclear or unrealistic hiring requirements and provide market-based recommendations.

•   Ensure hiring managers provide timely interview feedback and decisions.

•   Maintain clear communication with candidates and internal stakeholders throughout the recruitment cycle.

4. Recruitment Operations & MIS

•   Maintain an updated recruitment tracker/MIS covering: open positions, candidate pipeline, interview status, selection status, offers released, joining status, position ageing, source of hire, recruitment cost, offer-to-joining ratio, and time-to-hire.

•   Prepare regular recruitment reports for management.

•   Analyse recruitment data and identify bottlenecks and improvement areas.

•   Maintain a database of qualified and potential candidates for future requirements.

5. Employer Branding & Talent Pipeline

•   Develop and maintain a strong talent pool for recurring and critical positions.

•   Support employer branding initiatives on LinkedIn, job portals, social media, and other platforms.

•   Develop employee referral and talent sourcing initiatives.

•   Build relationships with recruitment consultants, colleges, professional networks, and other talent sources.

•   Ensure a positive candidate experience throughout the recruitment process.

6. Recruitment Vendor & Consultant Management

•   Identify and evaluate recruitment consultants/agencies when required.

•   Negotiate recruitment fees and commercial terms.

•   Allocate requirements to appropriate consultants and monitor their performance.

•   Ensure agencies provide quality profiles within agreed timelines.

•   Maintain a performance-based database of recruitment partners.

7. Senior & Critical Hiring

•   Independently handle mid-level, senior-level, and critical positions.

•   Conduct competency-based and behavioural interviews.

•   Assess candidates beyond CV qualifications, including communication, leadership, stability, problem-solving, attitude, and organisational fit.

•   Assist management in evaluating senior candidates and making final hiring decisions.

Desired Candidate Profile

•   MBA/PGDM in Human Resources or equivalent, with 5–8+ years of core Talent Acquisition experience.

•   Proven track record of managing end-to-end recruitment across multiple functions and levels, including senior/critical hiring.

•   Strong sourcing expertise across LinkedIn, Naukri, referrals, consultants, and social channels.

•   Excellent stakeholder management, negotiation, and communication skills.

•   Data-driven approach with hands-on experience maintaining recruitment MIS and reporting.

•   Ability to work independently in a fast-paced, target-driven environment.

How to Apply

Interested candidates can share their updated resume with the HR Team.

Name: Kumkum

Email: sukritika.singh@mis-pl.com

Phone/WhatsApp: 9289967815