Manager - Talent Acquisition

Job Description: Manager Talent Acquisition.

Roles & Responsibilities:

Required Skills & Experience:

- More than 8+ years of relevant experience in Talent Acquisition within the Real Estate, Construction, and Placement Consultancy sectors.

- Hands on experience in End to End recruitment with Manpower Planning.

- Hands-on experience in leadership hiring, bulk hiring, and campus recruitment.

- Experience of vendor management and stakeholder engagement.

- Proven ability to lead and manage a recruitment team.

- Hands-on experience with HRMS, ATS, MIS and data analytics tools.

- Strong understanding of TAT, workforce planning, and industry-specific hiring trends.

Education: MBA in HR preferred.

Preferred Candidate: Male.

Job Location: Corporate Office, Baner, Pune.

End-to-End Recruitment.

Manpower Planning & Sourcing:

- Obtain the Manpower Requisition Form (MPR) from relevant stakeholders.

- Assess internal workforce availability and initiate inter-project transfers where feasible.

- Source external candidates through job portals, social media platforms, recruitment agencies, referrals, and headhunting.

- Identify the excess manpower planning and accommodate as per hiring requirements.

Vendor Management:.

- Identify, on board, and manage competent recruitment vendors who have strong industry expertise.

- Engage specialized vendors to handle niche and leadership hiring requirements.

- Evaluate vendor performance and ensure cost-effective talent acquisition.

Screening & Selection:.

- Conduct resume screening based on job descriptions and required competencies.

- Perform the initial round of interviews to assess candidates' technical and behavioral fit.

- Share shortlisted profiles with the hiring managers and department heads, ensuring timely feedback collection.

Interview Coordination & Offer Management:.

- Schedule and coordinate face-to-face, virtual (Zoom/Teams), or telephonic interviews for shortlisted candidates.

- Liaise with site administrators to manage recruitment evaluation documents.

- Verify selected candidates' credentials, negotiate salary structures, and finalize offers.

- Obtain approval from the Head of HR before releasing offer letters and appointment letters.

On boarding & Asset Management:.

- Ensure smooth onboarding by coordinating with the IT Department for email generation and asset allocation.

- Facilitate accommodation arrangements for outstation candidates through the site administration team.

- Re-verify candidate documents on joining day before transitioning them to the onboarding team.

III.

Leadership & Bulk Hiring.

Leadership Hiring:

- Hands-on experience in identifying and hiring senior-level professionals (PMs, Construction Managers, Senior Managers, etc.

- Engage directly with the management team to understand strategic hiring needs and build talent pipelines.

- Utilize market intelligence and competitor mapping to attract high-caliber leadership talent.

Bulk Hiring & Campus Recruitment:.

- Execute large-scale bulk hiring based on project requirements across multiple locations.

- Plan and lead campus recruitment drives across India in collaboration with educational institutions.

- Develop partnerships with universities, training institutes, and job fairs to enhance employer branding.

Managing Team & Handling Experience:.

Lead, mentor, and manage a team of recruiters, ensuring high performance and achievement of hiring targets.

- Allocate tasks, provide training, and implement best practices to optimize recruitment efficiency.

- Monitor recruiter performance through KPIs, recruitment dashboards, and hiring matrices.

MIS & Reporting.

Data Tracking & Reports:.

- Maintain an up-to-date recruitment tracker for all open and closed positions.

- Prepare reports for monthly hiring, attrition analysis, candidate muster, Budget Vs Actual manpower planning (MPR), and workforce analytics.

- Generate project-specific hiring reports and management review documents.

Meeting Deadlines & TAT Management:.

- Work under strict hiring deadlines and achieve the Turnaround Time (TAT) set by management.

- Ensure timely fulfilment of recruitment needs to support project execution and business goals.

- Develop contingency plans to mitigate delays and improve hiring efficiency.

Exit Interviews & Employee Retention:

- Conduct exit interviews to analyse reasons for employee departures and identify patterns.

- Work closely with department heads and managers to gather feedback and implement employee retention strategies.

- Develop engagement programs to enhance employee satisfaction and reduce attrition.