Manager- Talent Acquisition (Lateral Hiring)

Principal Accountabilities

• Implement defined Talent Acquisition (TA) SOPs and recruitment frameworks in alignment with overall HR strategy
• Provide data-driven insights on TA effectiveness and align recruitment approaches with trends such as diversity, sourcing strategies, and employer branding
• Collaborate with hiring managers, HRBPs, and senior leadership to define actionable hiring strategies based on current and projected workforce plans
• Execute leadership hiring mandates through direct headhunting and coordination with executive search partners
• Source, screen, and interview candidates via multiple channels: job boards, professional networks, internal job postings, referrals, etc.
• Drive salary negotiations and effectively communicate the Total Rewards framework
• Manage and continuously enhance the Applicant Tracking System (ATS) for improved candidate and recruiter efficiency
• Coordinate interview and selection processes to ensure a streamlined and engaging experience for both candidates and stakeholders
• Monitor recruitment metrics and KPIs to assess and improve hiring efficiency and effectiveness
• Leverage Generative AI tools for talent pipeline development and hiring campaigns targeting both active and passive candidates
• Conduct talent market mapping aligned with emerging skills and business requirements

Functional Competencies

• Strong understanding of engineering principles, particularly within the automotive, sales, R&D, and IT domains
• Ability to interpret and analyze technical job descriptions, identifying core competencies and experience requirements
• Proficient in evaluating candidates technical skills, academic background, and role fit
• Strong consultative communication skills with technical teams and hiring stakeholders
• Demonstrated success in sourcing and hiring top-tier talent in highly competitive markets
• Skilled in using modern recruitment platforms and social media channels to engage candidates
• Thorough knowledge of labor laws, hiring regulations, and best practices
• Understanding of compensation structures and rewards frameworks

Educational Qualification

• MBA from a Tier 1 or Tier 2 institute
• B.Tech (preferred) as an undergraduate qualification