Manager

• Partner with business leaders and HR to understand current and future hiring needs.

• Develop and implement talent acquisition strategies aligned with organizational goals.

• Analyze market trends, talent availability, and compensation benchmarks to support strategic workforce planning.

2. End-to-End Recruitment Management

• Manage the full recruitment lifecycle — sourcing, screening, interviewing, selection, offer negotiation, and onboarding.

• Ensure timely fulfillment of open positions while maintaining quality-of-hire standards.

• Oversee recruitment across all levels (lateral, niche, leadership, and campus hiring).

3. Sourcing & Employer Branding

• Build and manage talent pipelines using multiple sourcing channels (job portals, social media, referrals, headhunting, and networking).

• Strengthen the employer brand through targeted campaigns, career events, and digital engagement.

• Collaborate with marketing and communications teams for talent branding initiatives.

4. Stakeholder & Vendor Management

• Partner with hiring managers to define role requirements, selection criteria, and interview processes.

• Manage relationships with external recruitment agencies and vendors, ensuring quality and cost efficiency.

• Conduct regular stakeholder reviews and provide recruitment dashboards and insights.

5. Process Excellence & Compliance

• Standardize recruitment processes and ensure adherence to company policies and labor laws.

• Utilize ATS or recruitment tools effectively to maintain data accuracy and process transparency.

• Drive continuous improvement through data-driven insights and feedback loops.

6. Team Leadership & Development

• Lead, mentor, and develop the recruitment team to enhance performance and productivity.

• Set KPIs for recruiters and ensure achievement of hiring targets.

• Promote a culture of collaboration, accountability, and service excellence within the TA function.

7. Metrics, Reporting & Analytics

• Monitor and report key recruitment metrics (time-to-fill, cost-per-hire, offer-to-join ratio, etc.).

• Provide strategic insights through hiring analytics and workforce reports to leadership.

• Identify and implement automation or digital tools to improve efficiency.