Talent Acquisition Specialist (Offroll)

: Talent Acquisition Specialist (Off-roll)

Company: Berger Paints India Limited

Department: Human Resources Talent Acquisition

Designation: Talent Acquisition Specialist (Off-roll)

Location: Kolkata / Corporate Office

Reporting To: Talent Acquisition Manager

1. Job Purpose

To manage end-to-end talent acquisition for assigned business functions, ensuring timely fulfilment of manpower requirements through lateral hiring and campus recruitment. The role will focus on identifying suitable talent, building strong candidate pipelines, developing campus relationships, and supporting the organization's talent requirements in line with business objectives.

2. Key Responsibilities

A. Talent Acquisition & Recruitment

• Manage the complete recruitment lifecycle, from understanding manpower requirements to candidate sourcing, screening, interview coordination, offer management, and onboarding.
• Handle recruitment for assigned business functions, particularly Sales and other field-based roles across locations.
• Source candidates through job portals, LinkedIn, employee referrals, consultants, internal databases, and other relevant channels.
• Partner with hiring managers and business stakeholders to understand job requirements, candidate profiles, experience levels, and location-specific needs.
• Screen candidates for role suitability, relevant experience, compensation expectations, and geographical preferences.
• Coordinate interviews with hiring managers and ensure timely feedback and closure of open positions.
• Manage candidate communication, offer negotiations, offer rollouts, joining confirmations, and follow-ups to improve offer-to-joining ratios.
• Maintain a healthy pipeline of qualified candidates for current and future manpower requirements.
• Track recruitment metrics, including time-to-fill, source effectiveness, offer acceptance, joining ratios, and ageing of open positions.

B. Campus Hiring & Graduate Talent Acquisition

• Plan and execute campus recruitment activities in line with the organization's annual manpower and graduate hiring requirements.
• Identify and develop relationships with colleges, universities, management institutes, and other educational institutions.
• Coordinate with placement officers and faculty members to organize campus drives, pre-placement talks, interviews, assessments, and selection activities.
• Manage campus hiring for management trainees, sales trainees, graduate trainees, interns, and other entry-level positions, as applicable.
• Develop and maintain a pipeline of fresh graduates for sales and other business functions.
• Coordinate aptitude tests, assessments, group discussions, interviews, and other selection stages.
• Manage internship programs, including candidate selection, joining, progress tracking, assessment, and conversion to full-time employment, wherever applicable.
• Coordinate with internal stakeholders for trainee deployment, location allocation, joining formalities, and onboarding.
• Maintain campus hiring trackers, placement data, institution-wise performance, and recruitment outcomes.
• Build a positive employer brand among students and institutions through effective candidate engagement and timely communication.

C. Stakeholder Management & Recruitment Operations

• Work closely with hiring managers, HR business partners, and other stakeholders to ensure alignment on manpower requirements and recruitment timelines.
• Maintain accurate recruitment trackers, candidate databases, interview feedback, offer status, and joining updates.
• Ensure recruitment activities comply with established HR policies, approval processes, and documentation requirements.
• Identify recruitment bottlenecks and recommend improvements in sourcing, selection, and joining processes.
• Prepare periodic recruitment dashboards and reports for management review.

3. Required Qualifications & Experience

• Graduate in any discipline; MBA/PGDM in Human Resources will be preferred.
• 35 years of experience in Talent Acquisition, recruitment, or HR operations, preferably in a corporate environment.
• Experience in end-to-end recruitment and campus hiring is desirable.
• Experience hiring for Sales, building materials, or other field-based business roles will be an advantage.
• Strong working knowledge of recruitment portals, candidate sourcing methods, interview coordination, and recruitment reporting.

4. Key Skills & Competencies

• Strong sourcing, screening, and candidate assessment skills.
• Effective communication, negotiation, and stakeholder management.
• Good planning, coordination, and execution capabilities.
• Ability to manage multiple vacancies and hiring timelines simultaneously.
• Strong follow-up, problem-solving, and decision-making skills.
• Data management and analytical skills, including proficiency in MS Excel and PowerPoint.
• Willingness to travel for campus recruitment drives and hiring activities, as required.
• High levels of ownership, professionalism, and attention to detail.

5. Key Performance Indicators (KPIs)

• Timely closure of assigned vacancies.
• Achievement of recruitment targets and manpower plans.
• Quality of hires and hiring manager satisfaction.
• Offer acceptance ratio and offer-to-joining conversion.
• Effectiveness of sourcing channels and recruitment cost management.
• Execution of campus hiring plans within defined timelines.
• Number and quality of campus talent pipelines established.
• Successful onboarding and conversion of interns/trainees, where applicable.
• Accuracy and timeliness of recruitment MIS and reporting.

6. Desired Candidate Profile

A proactive and result-oriented Talent Acquisition professional who can independently manage end-to-end recruitment while driving campus hiring initiatives. The candidate should be comfortable working with multiple stakeholders, managing high-volume and geographically diverse hiring requirements, and building sustainable talent pipelines to support Berger Paints' business growth.