Job Title

Talent Acquisition Manager, India leads the full-country hiring strategy, ensuring high‑quality, fast, and scalable recruitment delivery across all verticals. This role drives the TA operating model, strengthens business partnership, builds proactive pipelines for critical roles, improves recruiter performance, and ensures a consistent candidate experience. The incumbent will manage a high‑volume hiring environment and collaborate closely with HRBPs, business leaders, global TA, and external agencies to ensure strong talent attraction and timely requisition closures. Key ResponsibilitiesA. TA Strategy & Workforce PlanningDevelop and execute the annual TA strategy aligned with business growth and workforce plans.Partner with HRBP and business leaders to forecast talent needs across Sales, Field, Technical, Corporate, and Leadership roles.Lead market intelligence reporting, salary benchmarking, and competitor analysis.Build talent pipelines for critical, niche, and high-churn roles (mechanics, sales engineers, technical specialists, leadership roles). B. Recruitment Delivery & Process ExcellenceOversee end‑to‑end recruitment workflow: intake, sourcing, screening, interviews, assessments, offer, pre‑joining, and onboarding handoff.Drive adherence to 24–48 hour intake calls and candidate dispositioning standards.Reduce turnaround time (TAT) by improving recruiter load balancing, escalations, and stakeholder engagement.Monitor and clean Workday data to maintain 100% accuracy of requisition status.Ensure compliant and consistent use of recruitment systems (Workday, Avature, etc.). C. Leadership & Team ManagementLead, coach, and upskill India’s TA team (Senior TA Specialist, TA Specialists, Sourcers).Improve recruiter capability in sourcing, candidate assessment, stakeholder management, and market intelligence.Ensure accountability through weekly dashboards, recruiter scorecards, and performance reviews.Manage bandwidth and resource allocation during peak volume months. D. Business PartneringServe as a trusted advisor to India leaders on hiring delivery, talent strategy, compensation insights, and market feasibility.Conduct weekly hiring meetings with business units to track pipeline, delays, and action plans.Influence leaders to adopt best practices: structured interviews, SLA adherence, interview panel readiness, and timely feedback. E. Vendor & Agency ManagementManage and evaluate recruitment agencies across India to improve sourcing speed and quality.Track agency performance metrics: TAT, submittal-to-hire ratio, conversion rates.Support RFPs to identify better-performing agency partners (aligned with your APAC initiative).Oversee background checks and ensure compliance with local policies.F. Candidate Experience & Employer BrandingEnsure professional and engaging candidate interactions, from first contact to onboarding.Reduce offer drop-offs through proactive communication and candidate engagement.Partner with marketing and APAC TA to strengthen employer branding on LinkedIn and campus platforms.Execute campus and early career hiring strategy in alignment with workforce planning. G. Reporting, Analytics, and GovernancePublish weekly dashboards covering: TAT Aging requisitions Recruiter productivity Pipeline status Offer-to-join metrics Drop-off reasonsProvide monthly TA insights to HRBP and country leadership.Ensure audit readiness and compliance with hiring policies, DEI principles, and governance standards.