Role Overview
TheDirector TSWPwill play a strategic leadership role in building, nurturing, andmaintaininga strong future-ready talent pipeline for the organization. This individual willbe responsible forforecasting workforce needs,maintaininglong-term relationships with talent pools, and ensuring that the right candidates areidentifiedand engaged even before roles arise. The role focuses heavily on proactive hiring, campus engagement, talent community development, and workforce planning.
Key Responsibilities
1. Workforce Planning & Talent Forecasting
- Forecast upcoming talent needs based on business growth, succession planning, and capability demands.
- Conduct ongoing assessment of organizational talent gaps and future skill requirements.
- Establish talent inventory and plan talent deployment for future business scenarios.
2. Talent Pool Development & Nurturing
- Build,maintain, and continuously expand a strong pipeline of prospective candidates across functions and levels.
- Manage a structured internal and external talent database and ensure data accuracy.
- Create engagement programmes to nurture prospective candidates (newsletters, webinars, mentoring groups etc.).
- Ensure high-potential candidates are continuously tracked, developed, and ready for relevant opportunities.
3. Campus & Early Talent Engagement
- Establish andmaintainstrong relationships with universities, colleges, placementcellsand training institutions.
- Lead campus hiring strategy end-to-end including engagements, hiring events, and brand building.
- Build a steady stream of early career talent and groom them for long-term career growth in the organization.
4. Talent Community Relationship Management
- Maintain ongoing engagement with professionals across industries and levels.
- Represent the organization at talent meetups, conferences, networkingeventsand career forums.
- Build long-term relationships to create a brand preference and early alignment with the organization.
5. Talent Deployment
- Maintaina pre-qualified talent pool enabling rapid filling of business-critical positions.
- Recommend talent matches proactively based on organizational priorities.
- Provideinternal mobility insights for faster talent rotations.
6. Excellent networking & stakeholder relationship management
- Ability to build and sustain long-term relationships with universities, placement cells, industry bodies, talentcommunitiesand professional networks
- Proven experience engaging CXOs, HR leaders, academicheadsand industry partners
- Full-Spectrum Talent Engagement (Fresher to Leadership).
- Build, nurture, andmaintaintalent pipelines across all levelsfrom entry-level graduates to niche senior leaders and CXO-level candidates
- Strong visibility and presence across talent forums, recruitmentnetworksand professional platforms
- Ability to influence internal stakeholders and hiring managers on talent decisions
- Strong capability inrepresentingthe organization at events,conferencesand campus engagements
- Builds rapport easily andmaintainsongoing candidate relationships even when roles are not active
- Demonstrated ability to nurture passive talent pipelines through consistent follow-ups and relationship building
- Adept at expanding industry contacts and continuously exploring new sourcing channels
- Ability to evaluate, assess and engage high-potential candidates across varied skill sets and domains
7.External Representation & Industry Relations
- Act as the external face of the organization in talent markets, industry forums, and academic institutions
- Bring strong pre-existing professional networks andestablishedindustry relationships
- Maintain visibility with senior leaders, academic heads, placement cells, and talent ecosystem influencers
8.Proactive Role Planning & Rapid Deployment
- Always be ahead of business needs by pre-planning talent for future roles
- Maintain a ready-to-engage pool and know exactly who to reach and where to source the moment a new position opens
- Ability to quickly mobilizeidentifiedcandidates into hiring cycles withminimumturnaround time
Skills & Competencies
- Strong strategic workforce planning skills
- Excellent networking & stakeholder relationship management
- Deep understanding of talent ecosystems and recruitment channels
- Strong influence and negotiation capability
- Talent mapping and forecasting
- Exceptional communication and engagement skills
- Data-driven decision making
- Campus hiring exposure is essential
Experience Required
- 1015+ years of experience in Talent Acquisition and workforce planning
- Demonstrated exposure in campus hiring, talent pipeline development, and strategic recruitment
- Experience managing talent pool programs or community hiring is preferred
Education
- MBA in Human Resources or related specialization preferred
