Job Title

Job Title: Manager – Talent Acquisition Function:Human Resources Location:[Corporate Office] Reporting to:Lead – Talent AcqusitionRole Purpose The Manager – Talent Acquisition is responsible for designing and executing end-to-end recruitment strategies for a manufacturing organization for it's Plants across India and R&D Centre, covering leadership, senior management roles as well as junior plant level roles .The role focuses on building a strong talent pipeline, reducing time-to-hire, ensuring quality hiring, and strengthening employer branding in manufacturing talent markets.Key Responsibilities 1. Talent Acquisition Strategy Develop and implement an annual recruitment plan aligned with manpower budgets and production plans. Forecast hiring needs forplant operations, maintenance, quality, engineering, supply chain, EHS, and corporate functions . Build sourcing strategies for critical and hard-to-fill manufacturing roles.2. End-to-End Recruitment Manage full-cycle recruitment: workforce planning, sourcing, screening, interviewing, offer management, and onboarding. Drive bulk and volume hiring for shop-floor and technician roles during ramp-ups or new lines/projects. Coordinate with plant heads, department managers, and HRBP teams to close positions within defined TAT.3. Sourcing & Talent Pipeline Leverage multiple sourcing channels: Job portals, referrals, staffing partners ITIs, Diploma colleges, Engineering colleges Local talent markets near plant locations Build and maintain talent pools for recurring manufacturing roles. Strengthen vendor management and control recruitment costs.4. Campus & Early Talent Hiring Lead campus hiring programs for ITIs, polytechnics, and engineering institutes. Design apprentice, trainee, and graduate engineer programs in coordination with L&D. Manage pre-placement talks, selection processes, and onboarding.5. Stakeholder Management Act as a recruitment advisor to business leaders and plant management. Ensure hiring decisions balance skill fit, cultural fit, safety mindset, and cost considerations. Provide regular hiring dashboards and updates to leadership.6. Employer Branding & Process Excellence Enhance employer branding in local and regional manufacturing talent markets. Ensure recruitment processes comply with labour laws, company policies, and audit requirements. Continuously improve recruitment processes using data, metrics, and market insights.7. Recruitment Metrics & Reporting Track and improve key TA metrics: Time to hire Cost per hire Offer-to-joining ratio Attrition within 90 days Maintain accurate MIS and recruitment documentation.Key Skills & Competencies Strong understanding ofmanufacturing hiring(shop-floor, technical & plant roles) Stakeholder management and negotiation skills Knowledge of labour markets, wage structures, and hiring cycles Vendor management and cost optimization Data-driven decision making and recruitment analytics High ownership, execution focus, and problem-solving mindsetQualifications & Experience MBA / PGDM in HR or equivalent qualification 6–10 years of experiencein Talent Acquisition, preferably inmanufacturing / chemical / building material industries Hands-on experience in manufacturinghiring, r&d hiring, and leadership hiring Exposure to multi-location or greenfield project hiring is an advantageSuccess Indicators Timely closure of critical and volume roles Reduced time-to-hire and cost-per-hire High quality of hire and early-stage retention Positive hiring manager feedback Strong bench of ready talent for manufacturing needs