Manager Talent Acquisition

Manager Talent Acquisition

Reporting To: Head – Talent Acquisition

Purpose of the Role: Lead talent acquisition, workforce planning, onboarding, and recruitment governance to ensure timely availability of quality talent across corporate, project, and operational locations, supporting business growth in the renewable energy sector.

Key Responsibilities

Talent Acquisition

• Manage end-to-end hiring across corporate and site locations.
• Partner with business leaders on manpower planning and hiring priorities.
• Drive sourcing strategies for technical, operational, and leadership roles.
• Manage recruitment partners, employer branding, and candidate experience.
• Ensure hiring targets, quality, cost, and timelines are achieved.
  
  

Workforce Planning

• Drive annual workforce planning exercises.
• Track headcount against approved plans and budgets.
• Provide manpower analytics, dashboards, and productivity insights.
  
  

Onboarding & Induction

• Ensure seamless pre-boarding and onboarding experience.
• Coordinate joining formalities, inductions, and employee integration.
• Monitor probation completion and new hire effectiveness.
  
  

Recruitment Digitization

• Drive ATS adoption and recruitment process automation.
• Develop hiring dashboards, analytics, and governance mechanisms.
• Leverage technology and AI to enhance recruitment efficiency.
  
  

Diversity & Talent Intelligence

• Implement diversity hiring initiatives and improve workforce diversity.
• Build talent pipelines for critical and leadership roles.
• Conduct talent mapping, compensation benchmarking, and market intelligence.
  
  

Governance & Compliance

• Ensure adherence to hiring policies, budgets, and approval processes.
• Maintain recruitment MIS, audit-ready documentation, and vendor governance.
• Monitor hiring SLAs, compliance, and data privacy standards
  
  

Key KPIs

Area

KPI

Hiring Effectiveness

Time to Fill, Offer Acceptance Rate, Quality of Hire

Workforce Planning

Position Fulfilment Against SWP, Headcount Variance

Candidate Experience

Candidate Satisfaction Score, Joining Ratio

Onboarding

New Joiner Experience Score, Probation Success Rate

Digitization

ATS Adoption, Process Automation %, Dashboard Accuracy

Diversity

Diversity Hiring %, Women Hiring Ratio

Talent Mapping

Critical Role Talent Pipeline Coverage

Governance

Hiring SLA Adherence, Audit Compliance, Recruitment TAT

Preferred Profile

• MBA/PGDM in HR from a reputed institution.
• 7–10 years of experience in Talent Acquisition, Workforce Planning, or HRBP roles.
• Experience in Renewable Energy, Power, EPC, Infrastructure, Manufacturing, or Industrial sectors preferred.
• Strong stakeholder management, analytics, and hiring governance expertise.
  
  

Key Competencies

• Strategic Workforce Planning
• Talent Acquisition & Talent Intelligence
• Business Acumen
• Stakeholder Management
• Data Analytics
• Process Excellence
• Diversity & Inclusion
• Project Management
• Influencing & Collaboration
• Execution Excellence