BU : Human Resources – Talent Acquisition

Job Role : Assistant Manager – Talent Acquisition

Reports to (Job – Role) : Talent Acquisition Manager / HR Business Partner

Reportee (Job – Role) : Talent Acquisition Executives / Coordinators

Minimum Qualification : MBA / PGDM in Human Resources or related discipline

Experience : 5–8 years (Must have experience in endtoend recruitment, preferably in Engineering / EPC / Renewable Energy sectors)

Objective

As Assistant Manager – Talent Acquisition, the person shall be responsible for managing and executing the full recruitment lifecycle for technical and nontechnical positions across the organization. She / He shall ensure timely sourcing, screening, assessment, and onboarding of highquality talent aligned to business needs. The role requires strong stakeholder management, market understanding, and the ability to drive recruitment strategies, employer branding initiatives, and process improvements.

She / He shall support the Talent Acquisition Manager in planning manpower requirements, optimizing recruitment costs, enhancing candidate experience, and ensuring adherence to organizational policies and timelines. The Assistant Manager shall lead a small team of TA executives and coordinate closely with business units, HR operations, and external partners.

Key Responsibilities

Ensure timely closure of positions as per approved manpower plan
Manage endtoend recruitment cycle: sourcing, screening, interviews, selection, offer negotiation, and onboarding
Develop sourcing strategies using job portals, social media, employee referrals, and recruitment partners
Conduct preliminary HR screening and evaluate candidates for cultural and role fit
Coordinate with hiring managers for interview scheduling, feedback, and selection decisions
Maintain recruitment dashboards, MIS, and weekly hiring status reports
Ensure compliance with internal hiring processes and documentation requirements
Manage vendor relationships and evaluate performance of recruitment agencies
Support employer branding initiatives, campus hiring, and talent pipeline development
Conduct reference checks, salary fitment analysis, and offer rollouts
Ensure smooth onboarding experience in coordination with HR Operations
Track recruitment metrics such as TAT, cost per hire, source effectiveness, and quality of hire
Drive digitalization and process improvements within the TA function
Train and guide TA executives and coordinators
Maintain candidate database and ensure data accuracy in HR systems
Support internal mobility and succession planning initiatives
Ensure adherence to diversity hiring goals and organizational values

Technical Expertise

The Assistant Manager – Talent Acquisition is required to have strong knowledge of recruitment processes, sourcing methodologies, and assessment techniques.

She / He Should Have

Understanding of manpower planning, job evaluation, and competencybased hiring
Experience in hiring for engineering, EPC, renewable energy, or technical roles (preferred)
Knowledge of HR systems, ATS platforms, and recruitment analytics
Ability to interpret job descriptions and align sourcing strategies accordingly
Awareness of compensation benchmarking and market hiring trends
Understanding of statutory and compliance requirements related to hiring

Operating Network

Internally: Talent Acquisition Manager, HR Business Partners, Business Unit Heads, Department Managers, HR Operations Team, Finance & Admin Teams

Externally: Recruitment Agencies, Job Portals, Candidates, Campus Institutions, Background Verification Partners

Key Performance Indicators

OnTime Hiring Delivery
Quality of Hire
Recruitment Cost Optimization
Candidate Experience
Digitalization & Process Efficiency
Stakeholder Satisfaction
Talent Pipeline Development
Diversity Hiring
Adherence to TAT and SLA
Employer Branding Initiatives

Software Skills Required

General awareness of MS Office, HRMS / ATS platforms, and job portal tools.

Desirable awareness of LinkedIn Recruiter, Power BI, and digital sourcing tools.

Behavioural Attributes

Market Insight
Understanding talent trends
Leveraging sourcing opportunities
Customer at the Core
Strong stakeholder management
Anticipating hiring needs
Candidatecentric approach
Disruptive Innovation
Challenge traditional hiring methods
Implement innovative sourcing solutions
Take calculated risks
Collaborate and Influence
Work effectively with internal teams
Build strong external partnerships

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