Talent Acquisition Specialist

Required Qualifications & Skills

• Bachelor's Degree in Human Resources or related field.
• Minimum 6 years of experience in Talent Acquisition with significant exposure to glass manufacturing and technical hiring.
• Strong understanding of recruitment channels and sourcing strategies.
• Excellent communication, stakeholder management, and negotiation skills.
• Proficiency in MS Excel, recruitment MIS, and applicant tracking systems (ATS).

Key Responsibilities

Talent Acquisition (70%):

• Handle end-to-end recruitment lifecycle from sourcing to candidate joining.
• Recruit for manufacturing, engineering, production, quality, maintenance, supply chain, and other technical roles.
• Understand manpower requirements and prepare recruitment plans in coordination with hiring managers.
• Source candidates through job portals, LinkedIn, social media, employee referrals, consultants, and networking.
• Screen and assess candidates based on technical and behavioral competencies.
• Coordinate interviews, assessments, and feedback with hiring managers.
• Negotiate salary, prepare offer proposals, and manage candidate engagement until joining.
• Maintain recruitment trackers, MIS reports, and hiring dashboards.
• Build and maintain a strong talent pipeline for critical manufacturing positions.
• Ensure adherence to recruitment KPIs such as TAT, quality of hire, and offer-to-joining ratio.
• Support employer branding and recruitment initiatives.
• Stay updated with market trends, salary benchmarks, and talent availability within the manufacturing sector.

HRBP(30%):

• Partner with business leaders and managers on workforce and people-related requirements.
• Handle employee lifecycle activities including onboarding, confirmation, transfers, promotions, and exits.
• Support employee engagement, retention, and employee experience initiatives.
• Assist in performance management, goal setting, and employee development.
• Address employee concerns and support resolution of employee relations matters.
• Monitor attrition and identify key trends and retention areas.
• Support manpower planning and HR initiatives in coordination with business teams.
• Prepare and maintain HR MIS related to headcount, attrition, and employee movements.
• Ensure effective implementation of HR policies and processes.