Talent Acquisition Manager

Date Posted:

2026-03-04

Country:

India

Location:

1st Floor, Embassy Vajram Onyx, Embassy Tech Village, Outer Ring Road, Devarabisanahalli, Bengaluru, Karnataka - 560103, India.

Role Purpose

Talent Acquisition Lead, India leads the full-country hiring strategy, ensuring highquality, fast, and scalable recruitment delivery across all verticals. This role drives the TA operating model, strengthens business partnership, builds proactive pipelines for critical roles, improves recruiter performance, and ensures a consistent candidate experience.

The incumbent will manage a highvolume hiring environment and collaborate closely with HRBPs, business leaders, global TA, and external agencies to ensure strong talent attraction and timely requisition closures.

Key Responsibilities

A. TA Strategy & Workforce Planning

• Develop and execute the annual TA strategy aligned with business growth and workforce plans.

• Partner with HRBP and business leaders to forecast talent needs across Sales, Field, Technical, Corporate, and Leadership roles.

• Lead market intelligence reporting, salary benchmarking, and competitor analysis.

• Build talent pipelines for critical, niche, and high-churn roles (mechanics, sales engineers, technical specialists, leadership roles).

B. Recruitment Delivery & Process Excellence

• Oversee endtoend recruitment workflow: intake, sourcing, screening, interviews, assessments, offer, prejoining, and onboarding handoff.

• Drive adherence to 24-48 hour intake calls and candidate dispositioning standards.

• Reduce turnaround time (TAT) by improving recruiter load balancing, escalations, and stakeholder engagement.

• Monitor and clean Workday data to maintain 100% accuracy of requisition status.

• Ensure compliant and consistent use of recruitment systems (Workday, Avature, etc.).

C. Leadership & Team Management

• Lead, coach, and upskill India's TA team (Senior TA Specialist, TA Specialists, Sourcer).

• Improve recruiter capability in sourcing, candidate assessment, stakeholder management, and market intelligence.

• Ensure accountability through weekly dashboards, recruiter scorecards, and performance reviews.

• Manage bandwidth and resource allocation during peak volume months.

D. Business Partnering

• Serve as a trusted advisor to India leaders on hiring delivery, talent strategy, compensation insights, and market feasibility.

• Conduct weekly hiring meetings with business units to track pipeline, delays, and action plans.

• Influence leaders to adopt best practices: structured interviews, SLA adherence, interview panel readiness, and timely feedback.

E. Vendor & Agency Management

• Manage and evaluate recruitment agencies across India to improve sourcing speed and quality.

• Track agency performance metrics: TAT, submittal-to-hire ratio, conversion rates.

• Support RFPs to identify better-performing agency partners (aligned with your APAC initiative).

• Oversee background checks and ensure compliance with local policies.

F. Candidate Experience & Employer Branding

• Ensure professional and engaging candidate interactions, from first contact to onboarding.

• Reduce offer drop-offs through proactive communication and candidate engagement.

• Partner with marketing and APAC TA to strengthen employer branding on LinkedIn and campus platforms.

• Execute campus and early career hiring strategy in alignment with workforce planning.

G. Reporting, Analytics, and Governance

• Publish weekly dashboards covering: TAT Aging requisitions Recruiter productivity Pipeline status Offer-to-join metrics Drop-off reasons

• Provide monthly TA insights to HRBP and country leadership.

• Ensure audit readiness and compliance with hiring policies, DEI principles, and governance standards.

3. Key Metrics / KPIs

• Time-to-fill / Time-to-offer improvement

• Reduced aging requisitions ( 60/90 days)

• Recruiter scorecard performance

• Offer-to-join ratio and drop-off reduction

• Agency sourcing effectiveness

• Hiring manager satisfaction score

• Pipeline readiness for critical roles

• Workday data accuracy (100% compliance)

• Campus hiring execution and quality of interns/trainees

4. Required Qualifications & Experience

• 10-15 years of Talent Acquisition experience, with at least 5 years leading TA for a large organization.

• Strong exposure to high-volume hiring in India (Sales, Field, Technical).

• Proven leadership of TA teams in mature and complex environments.

• Demonstrated ability to partner with senior leaders and influence decisions.

• Deep knowledge of India talent market, compensation structures, and sourcing strategies.

• Experience with Workday or similar ATS.

• Strong analytical, negotiation, and project management skills.

5. Key Competencies

• Strategic Talent Planning

• Stakeholder Management & Influencing Skills

• People Leadership & Coaching

• Strong Communication & Executive Presence

• Problem-Solving & Data-Driven Decision-Making

• Agility, Ownership & Accountability

• Market Intelligence & Talent Insights

• Candidate Assessment Expertise

6. Preferred Attributes

• Experience in industrial, engineering, or construction sectors (aligned with elevator industry hiring).

• Ability to work in a fast-paced, matrixed, multi-country environment.

• Strong process improvement mindset.

• Ability to handle complex negotiations (notice period buy-out, counter-offers, relocation, etc.).

If you live in a city, chances are we will give you a lift or play a role in keeping you moving every day.

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