Head Talent Acquisition | Manufacturing | Greater Noida

We are looking for an experienced Head of Talent Acquisition to lead the end-to-end recruitment function for a large manufacturing organization. The role will be responsible for developing and executing the talent acquisition strategy, workforce planning, leadership hiring, campus recruitment and building a strong talent pipeline across plant and corporate functions.

The incumbent should be a strong business-oriented HR professional capable of partnering with Business Heads, understanding organizational requirements, designing manpower plans and delivering quality talent through effective recruitment strategies and vendor networks.

Key Responsibilities

1. Talent Acquisition & Recruitment Strategy

• Lead end-to-end recruitment across leadership, mid-management, technical, engineering, plant and corporate functions.
• Develop annual hiring plans aligned with business growth, expansion and operational requirements.
• Drive leadership and critical talent hiring, including senior management and niche technical positions.
• Ensure quality of hiring, turnaround time and recruitment cost efficiency.

2. Business Partnering & Workforce Planning

• Work closely with Business Heads, Plant Heads and functional leaders to understand current and future manpower requirements.
• Develop organization structures, manpower budgets and workforce projections.
• Translate business expansion plans, new projects and plant requirements into structured hiring plans.
• Advise business leaders on talent availability, market mapping, compensation benchmarks and hiring strategies.

3. Manufacturing & Technical Hiring

• Demonstrate strong understanding of manufacturing hiring requirements across production, engineering, maintenance, quality, projects, supply chain, EHS and plant HR.
• Understand technical skill requirements and identify relevant talent pools across manufacturing industries.
• Build talent pipelines for plant leadership, functional heads, technical specialists and shop-floor management roles.

4. Campus Hiring & Talent Pipeline

• Develop and lead campus recruitment strategies with engineering and management institutes.
• Build relationships with premier engineering colleges, technical institutions and management institutes.
• Drive graduate engineer trainee (GET), management trainee (MT) and technical trainee hiring programmes.
• Develop long-term talent pipelines for future leadership and technical requirements.

5. Compensation, Offer Management & ESOPs

• Lead compensation benchmarking, salary negotiations and offer management.
• Handle senior-level offer negotiations, counteroffers and candidate closures.
• Develop a sound understanding of ESOP structures, policies, eligibility, vesting and communication to prospective candidates.
• Partner with HR leadership and management on compensation strategy and retention-oriented offers.

6. Recruitment Vendor & Stakeholder Management

• Build and manage relationships with recruitment agencies, executive search firms, consultants and other talent sourcing partners.
• Negotiate vendor commercials, establish SLAs and monitor delivery performance.
• Manage multiple recruitment partners to ensure timely closure of critical and bulk hiring requirements.
• Drive strong stakeholder engagement and ensure a positive hiring experience for business leaders and candidates.

7. Recruitment MIS & Process Excellence

• Establish recruitment dashboards covering open positions, hiring pipeline, time-to-hire, cost-per-hire and offer-to-joining ratios.
• Implement structured recruitment processes, assessment frameworks and interview governance.
• Drive continuous improvement in sourcing effectiveness, hiring quality and recruitment productivity.

Desired Candidate Profile

• 14 to 18 years of experience in Talent Acquisition, predominantly within manufacturing, engineering, industrial or process manufacturing organizations.
• Proven experience leading end-to-end talent acquisition for multi-location manufacturing businesses.
• Strong stakeholder management skills with the ability to engage and influence CEOs, Business Heads, Plant Heads and functional leaders.
• Sound understanding of manufacturing organization structures, technical roles and plant manpower requirements.
• Experience in organization design support, manpower planning and workforce projections.
• Strong exposure to campus hiring and building graduate talent pipelines.
• Good understanding of compensation structures, ESOP policies and senior-level offer negotiations.
• Experience managing recruitment vendors, executive search firms and recruitment partners.
• Strong business acumen, analytical capabilities and negotiation skills.
• Ability to operate independently and drive recruitment in a fast-paced, growth-oriented manufacturing environment.