Associate Director - Talent Solution (Manufacturing & Industrial Auto)

Talent Hired-the Job Store; Bengaluru; Sur place; INR 4 200 000 - 7 000 000; Plein temps

Résumé du poste

Taggd is seeking a senior talent acquisition leader to own end-to-end recruitment across manufacturing or industrial automation accounts in India. You will deliver annual hiring plans, build and mentor a recruiter team, and manage client relationships to ensure targets are met.

You will lead sourcing, streamlining processes with AI-enabled tools, maintain dashboards, and drive improvements in time-to-fill and candidate quality while upholding compliance.

Qualifications

• 13+ years in recruitment or RPO delivery, including 68 years leading a recruitment team through an annual hiring plan
• Proven volume hiring in manufacturing or Industrial Automation, with knowledge of talent pools and reasons offers fail (required)
• Able to engage business heads and CHRO-level stakeholders and challenge unrealistic briefs with data
• Still sources personally through headhunting, Boolean search, portals and professional networks
• Reads funnel data to spot failing stages early, explains the cause and states the fix
• Graduate in any discipline; MBA or PGDM in HR preferred
• Uses AI-driven search and tools (CV matching, Gen AI Boolean strings, automated outreach) and measures their yield
• Runs the weekly delivery dashboard and monthly account MIS, and acts on what the numbers show
• Builds recruiter capability: identifies skill gaps, coaches the team and adds capacity where the plan needs it
• Owns the measures the client judges the account on: hiring plan fulfilment, TAT and SLA management

Responsabilités

• Deliver the annual hiring plan of 1000-1500 hires, tracked monthly (target 95%+ of plan).
• The team managing the experience comprises a minimum of 20 recruiters and 34 managers.
• Keep time-to-fill within contracted SLA; review every requisition open beyond 30 days.
• Track weekly funnel ratios (CV-to-shortlist, shortlist-to-interview, interview-to-offer) and act on any stage below benchmark.
• Maintain offer-to-join conversion at 85%+.
• Publish a weekly dashboard covering open positions, ageing, pipeline health, SLA status and offers in hand.
• Own account revenue against plan, including billing accuracy and on-time collections.
• Ensure 100% ATS data accuracy with same-day status updates. Every requisition needs a named owner and a live pipeline.
• Lead hands-on sourcing for critical and niche mandates. Build ready pipelines for repeat and hard-to-fill roles.
• Introduce at least one new sourcing channel or campaign format each quarter.
• Map skills and sub-skills for 100% of active requisitions.
• Run weekly requisition reviews with hiring managers, and monthly and quarterly business reviews with client leadership.
• Act as single point of contact for recruitment, sourcing and escalations on the account.
• Share market intelligence (talent availability, compensation trends, competitor movement) in every monthly review.
• Measure hiring manager CSAT quarterly and close out all feedback with documented actions.
• Drive team adoption of AI-enabled tools for sourcing, screening and candidate engagement.
• Ensure policy, process and compliance standards, with zero audit exceptions on the account.
• Manage the team: set KPIs in the HRMS, run quarterly performance scorecards, build career paths, plan training, and keep voluntary attrition at 15% or below.

Connaissances

Recruitment leadership

Volume hiring

Stakeholder management

Sourcing

Data-driven

Team coaching

AI-enabled sourcing

Delivery dashboards

Account management

Process improvement

Formation

MBA/PGDM in HR

Graduate in any discipline

Outils

Gen AI search

Boolean search

CV matching

Automated outreach

Description du poste

About Taggd

Taggd is a digital recruitment platform providing ready-to-hire talent to India Inc. We have fulfilled talent mandates for 100+ clients and helped hiring managers fill half a million jobs across 14+ sectors. Our goal is to fulfil 1 million jobs by 2030. Visit www.taggd.com.

Role Purpose

Own the end-to-end talent acquisition mandate for an assigned manufacturing or automotive account. You will deliver the annual hiring plan to SLA, protect account revenue, and build a recruitment team that consistently meets its targets.

Key Responsibilities

• Deliver the annual hiring plan of 1000-1500 hires, tracked monthly (target 95%+ of plan).
• The team managing the experience comprises a minimum of 20 recruiters and 34 managers.
• Keep time-to-fill within contracted SLA; review every requisition open beyond 30 days.
• Track weekly funnel ratios (CV-to-shortlist, shortlist-to-interview, interview-to-offer) and act on any stage below benchmark.
• Maintain offer-to-join conversion at 85%+.
• Publish a weekly dashboard covering open positions, ageing, pipeline health, SLA status and offers in hand.
• Own account revenue against plan, including billing accuracy and on-time collections.
• Ensure 100% ATS data accuracy with same-day status updates. Every requisition needs a named owner and a live pipeline.
• Lead hands-on sourcing for critical and niche mandates. Build ready pipelines for repeat and hard-to-fill roles.
• Introduce at least one new sourcing channel or campaign format each quarter.
• Map skills and sub-skills for 100% of active requisitions.
• Run weekly requisition reviews with hiring managers, and monthly and quarterly business reviews with client leadership.
• Act as single point of contact for recruitment, sourcing and escalations on the account.
• Share market intelligence (talent availability, compensation trends, competitor movement) in every monthly review.
• Measure hiring manager CSAT quarterly and close out all feedback with documented actions.
• Drive team adoption of AI-enabled tools for sourcing, screening and candidate engagement.
• Ensure policy, process and compliance standards, with zero audit exceptions on the account.
• Manage the team: set KPIs in the HRMS, run quarterly performance scorecards, build career paths, plan training, and keep voluntary attrition at 15% or below.

Key KPIs

• Revenue: 100% of plan, with billing and collections on schedule
• Recruiter productivity: at or above the agreed account benchmark
• CSAT: 4 out of 5 or higher
• Skill mapping: 100% of live requisitions
• New sourcing channels: at least one per quarter, with measured yield
• Team target achievement: 80%+ of members meeting individual targets each quarter
• Team attrition: 15% or below annually
• Hiring plan fulfilment: 95%+ monthly
• TAT: 90% of closures within SLA
• Customer success: renewals, scope growth and escalations closed with no open critical escalation

Candidate Profile

• 13+ years in recruitment or RPO delivery, including 68 years leading a recruitment team through an annual hiring plan
• Proven volume hiring in manufacturing or Industrial Automation, with knowledge of talent pools, cost and why offers fall through in these sectors (required)
• Able to engage business heads and CHRO-level stakeholders and challenge unrealistic briefs with data
• Still sources personally through headhunting, Boolean search, portals and professional networks
• Reads funnel data to spot failing stages early, explains the cause and states the fix
• Graduate in any discipline; MBA or PGDM in HR preferred
• Uses AI-driven search and tools (CV matching, Gen AI Boolean strings, automated outreach) and measures their yield
• Runs the weekly delivery dashboard and monthly account MIS, and acts on what the numbers show
• Builds recruiter capability: identifies skill gaps, coaches the team and adds capacity where the plan needs it
• Owns the measures the client judges the account on: hiring plan fulfilment, TAT and SLA management