Manager / Sr Manager -Talent Acquisition

PWe have been mandate by a large conglomerate in steel business for the below mentioned role -

• Manager /Sr Manager - Talent Acquisition
• Qualification- MBA
• Exp- 15+

Purpose of the Role

Lead Talent Acquisition for the entire Group. This covers corporate functions, plant operations and projects, from senior leadership hiring down to plant staff. The role owns hiring strategy, delivery, cost and quality for all business units.

Job Responsibilities (KRA)

1. Talent Acquisition Strategy

• Build and run the Group-wide TA strategy in line with business and expansion plans.
• Work with the CHRO and business heads on annual manpower plans and hiring budgets.
• Plan hiring ahead for new projects, capacity expansions and greenfield sites.

2. End-to-End Hiring Delivery

• Own hiring for all levels: senior leadership, middle management, engineers, technical staff and plant workforce.
• Handle critical hiring in Operations, Maintenance, Projects, Quality, Mining/Raw Materials, Commercial, Finance and Support functions.
• Make sure positions are closed on time, with the right quality and at the right cost.

3. Leadership and Niche Hiring

• Personally handle hiring at AGM level and above, and for critical technical roles.
• Map talent in steel, metals and alumina companies and keep a ready pipeline for key roles.

4. Sourcing Channels and Partner Management

• Build strong direct sourcing through LinkedIn, job portals, referrals and the alumni network.
• Select and manage search firms and recruitment partners, including terms, SLAs and delivery reviews.
• Reduce dependence on agencies over time and increase direct hiring.

5. Campus and Early Career Hiring

• Run campus hiring from engineering colleges, IITs/NITs and B-schools.
• Manage GET / MT / DET programmes, including intake plans and hiring.

6. Employer Branding

• Build the Group's employer brand in the steel and metals industry.
• Improve candidate experience from first contact to joining.

7. Process, Systems and MIS

• Set standard hiring processes, interview frameworks and approval flows across units.
• Put in place or improve ATS and recruitment dashboards.
• Track and report key metrics: time-to-hire, cost-per-hire, offer-to-join ratio, source mix and early attrition.

8. Team Leadership

• Lead and develop the TA team at corporate and plant locations.
• Coach hiring managers on interview and selection practices.