Manager - Talent Acquisition

ABOUT THE ROLEA strategic Manager - Talent Acquisition who owns hiring across the organisation — building the TA strategy, leading and mentoring the TA team, partnering with leadership on workforce planning, and process rigor to support Recykal's growth.KEY RESPONSIBILITIESTA Strategy & LeadershipOwn the end-to-end TA strategy across all functions and levelsPartner with leadership to translate business plans into workforce & hiring plansBuild and scale sourcing strategies for leadership, niche & high-volume rolesSet and track TAT/SLA benchmarks across the TA function org-wideStakeholder & Business PartneringAct as a trusted partner to business heads and leadership on hiring decisionsLead salary benchmarking, offer structuring & negotiation for senior hiresProvide market intelligence & talent insights to guide org design and planningTeam Leadership & GovernanceLead, mentor and develop a teamStandardise hiring processes, interview frameworks & feedback governance org-wideSuccession & Future Talent Pipeline Build long-term talent pipelines for critical & leadership rolesDrive campus relationships & early talent programs (e.g., Management Trainee)Process & AnalyticsOwn TA budget, cost-per-hire & vendor managementTrack hiring metrics org-wide; build leadership-level dashboards & reviewsROLE REQUIREMENTSEducation & ExperienceMBA / PGDM in HR or equivalent postgraduate qualification6–9 years of total TA experience, including 3+ years managing a teamProven experience hiring across levels — from campus to leadership rolesExperience partnering directly with CXO / leadership-level stakeholdersTechnical & Functional SkillsDeep expertise across the full TA lifecycle — workforce planning to onboardingStrong command of ATS platforms & hiring analytics dashboardsAdvanced sourcing on Naukri, LinkedIn Recruiter, and other social media platforms.Experience building and managing TA budgets & vendor relationshipsSoft Skills & CompetenciesStrong executive presence; comfortable engaging with leadership & CXOsExceptional stakeholder management — influence, align, push back constructivelySharp negotiation skills for senior-level offers and counter-offersStrong people leadership — coaching, mentoring & team developmentHigh ownership and the ability to lead through ambiguityKEY PERFORMANCE INDICATORSTime-to-Fill (TAT) - Role closures within agreed SLAOffer Acceptance Rate - Offers accepted vs. offers madeQuality of Hire- Performance & retention of placed candidatesPipeline Health- Active candidates per stage across portfolioTeam Productivity & Development- TA team's delivery, SLA adherence & capability growth