The Manager Talent Acquisition (TA) will be responsible for leading and executing end-to-end recruitment strategies to attract, assess, and hire top-quality talent across business verticals. The role demands a proactive and data-driven approach to workforce planning, stakeholder management, and talent pipeline creation, ensuring the organization's hiring goals are met efficiently and effectively.
Key Responsibilities
Strategic & Planning
- Partner with the TA Head and business leaders to define annual and quarterly hiring plans in alignment with organizational priorities.
- Develop and implement innovative, scalable recruitment strategies to meet diverse hiring requirements.
- Monitor industry trends, talent market insights, and competitor hiring practices to strengthen talent acquisition strategies.
Recruitment Operations
- Manage end-to-end recruitment across functions from sourcing, screening, interviewing, and selection to offer management and onboarding coordination.
- Ensure strong candidate engagement and a positive experience throughout the recruitment process.
- Drive utilization of advanced sourcing tools (LinkedIn Recruiter, social media, job boards, employee referrals, etc.) to build robust talent pipelines.
- Track and analyze recruitment metrics such as time-to-fill, cost-per-hire, offer-to-join ratio, and quality-of-hire to optimize performance.
Team Leadership
- Lead, mentor, and develop a team of recruiters, fostering a high-performance culture focused on quality, speed, and stakeholder satisfaction.
- Conduct regular training and knowledge-sharing sessions to upskill the recruitment team in sourcing strategies and assessment techniques.
Stakeholder & Vendor Management
- Collaborate with hiring managers to define role requirements, competencies, and selection processes.
- Partner with external recruitment agencies, universities, and professional networks to enhance sourcing reach.
- Maintain strong internal stakeholder relationships to ensure seamless hiring execution.
Compliance & Systems
- Ensure recruitment practices adhere to organizational policies and statutory requirements.
- Manage and optimize the Applicant Tracking System (ATS) for efficient process management and data accuracy.
- Generate and present periodic TA dashboards and reports to leadership for decision-making.
Qualifications & Experience
- Education: Bachelor's or Master's degree in Human Resources, Business Administration, or related field.
- Experience: 812 years of progressive experience in Talent Acquisition, with at least 3 years in a managerial or team leadership role.
- Proven expertise in managing both volume and niche hiring.
- Strong command over recruitment analytics, employer branding, and technology tools (ATS, LinkedIn Recruiter, etc.).
Key Competencies
- Strategic mindset with a business partnership approach
- Strong leadership and people management skills
- Data-driven decision-making and analytical thinking
- Excellent communication and stakeholder management
- Agility, innovation, and result orientation
Performance Metrics (KPIs)
- Time-to-fill and cost-per-hire
- Offer-to-join conversion ratio
- Hiring manager satisfaction scores
- Diversity and inclusion hiring goals met
- Quality-of-hire and retention of new hires
Would you like me to make this JD industry-specific (e.g., for a tech company, manufacturing, BFSI, or startup) That would help fine-tune the tone and required skill sets further.
You said:
Also add worked on Global roles
ChatGPT said:
Here's the updated and polished Job Description for a Manager Talent Acquisition (TA) based in Delhi, reporting to the Head Talent Acquisition, now including experience managing global roles.
Job Title: Manager Talent Acquisition
Department: Human Resources
Location: Delhi
Reports To: Head Talent Acquisition
Position Summary
The Manager Talent Acquisition (TA) will be responsible for leading and executing end-to-end recruitment strategies to attract, assess, and hire high-quality talent across domestic and global roles. The position requires a blend of strategic thinking, operational excellence, and stakeholder management to meet the organization's hiring needs efficiently and effectively. The incumbent will also play a key role in employer branding, team leadership, and driving process improvements to enhance overall recruitment capability.
Key Responsibilities
Strategic & Planning
- Partner with the TA Head and business leaders to define annual and quarterly hiring strategies aligned with business goals.
- Develop innovative sourcing and talent pipeline strategies for both domestic and international hiring mandates.
- Stay updated on global talent market trends, compensation benchmarks, and hiring practices to support overseas recruitment.
- Contribute to employer branding initiatives to position the organization as a global employer of choice.
Recruitment Operations
- Manage end-to-end recruitment processes across functions and geographies from sourcing, screening, interviewing, and selection to offer negotiation and onboarding coordination.
- Handle hiring for global roles across regions (e.g., North America, EMEA, or APAC), ensuring alignment with local compliance, compensation norms, and cultural nuances.
- Utilize multiple sourcing channels (LinkedIn Recruiter, job boards, professional networks, referrals, and campus hiring) to attract diverse and high-caliber talent.
- Analyze and present recruitment metrics time-to-fill, cost-per-hire, offer-to-join ratio, quality-of-hire, etc. to drive performance improvement.
Team Leadership
- Lead, coach, and develop a team of recruiters, ensuring adherence to best practices and operational excellence.
- Foster a culture of accountability, collaboration, and continuous improvement within the TA team.
- Provide guidance on complex hiring requirements, including senior leadership and niche global roles.
Stakeholder & Vendor Management
- Partner closely with hiring managers and HRBPs to understand workforce needs and align recruitment strategies accordingly.
- Liaise with external recruitment partners, global search firms, and universities to strengthen talent pipelines.
- Build strong internal relationships with leadership teams across regions to ensure consistent and transparent communication.
Compliance & Systems
- Ensure recruitment processes comply with internal policies, local labor laws, and global hiring standards.
- Manage and optimize the Applicant Tracking System (ATS) and recruitment tools to improve efficiency and data integrity.
- Generate and present detailed TA dashboards and insights to the TA Head and business leadership.
Qualifications & Experience
- Education: Bachelor's or Master's degree in Human Resources, Business Administration, or related field.
- Experience: 812 years of progressive experience in Talent Acquisition, with at least 3 years in a managerial role.
- Proven experience managing global and domestic hiring across multiple geographies.
- Strong understanding of international recruitment practices, visa/work authorization processes, and cross-cultural hiring dynamics.
- Expertise in using recruitment technologies, analytics, and social media for talent sourcing.
Key Competencies
- Strategic mindset and business alignment
- Global talent market awareness
- Strong leadership and team management
- Excellent communication and stakeholder engagement skills
- Analytical, data-driven approach to decision-making
- Adaptability, agility, and execution focus
