Deputy Manager-Talent Acquisition

BML Munjal University (BMU); Dharuhera; On-site; INR 800,000 - 1,100,000; Full time

Job summary

BML Munjal University is seeking a Deputy Manager-Talent Acquisition to lead recruitment across Leadership, Faculty, and Non-Faculty roles at the Dharuhera campus. The role demands strategic thinking, market benchmarking, and stakeholder management to build robust talent pipelines aligned with growth objectives.

The ideal candidate will drive end-to-end hiring, map competencies, design hiring frameworks, and ensure a strong candidate experience while partnering with communications for employer

Qualifications

• MBA/PGDM in Human Resources from a reputed institution.
• 10–13 years of relevant Talent Acquisition experience.
• Experience in higher education, consulting, or knowledge-driven sectors.
• Strong competency mapping, market benchmarking, and talent assessment.

Responsibilities

• Lead end-to-end recruitment for Leadership, Faculty, and Non-Faculty.
• Develop sourcing strategies through portals, social media, referrals, and market mapping.
• Conduct competency and skill mapping for critical roles.
• Manage interview lifecycle with stakeholders and selection committees.
• Engage candidates to ensure a positive recruitment experience.
• Monitor metrics, timelines, and budgets within defined TATs.
• Collaborate with Communications for employer branding and campaigns.

Skills

Competency mapping

Market benchmarking

Stakeholder management

Talent assessment

Sourcing strategies

Candidate engagement

Recruitment analytics

Interview coordination

Negotiation skills

Education

MBA/PGDM in HR

Job description

Position: Deputy Manager-Talent Acquisition

Reports To: Head HR

Location: Campus - BML Munjal University (Dharuhera, Gurugram)

About the Role

BML Munjal University is looking for a dynamic, strategic, and result-oriented Talent Acquisition professional to lead hiring initiatives across Leadership, Faculty, and Non-Faculty positions. The role requires an individual with strong expertise in talent strategy, competency mapping, market benchmarking, and stakeholder management, along with the ability to build robust talent pipelines aligned with organizational growth objectives.

The ideal candidate should possess a strong understanding of contemporary recruitment practices, talent assessment methodologies, and higher education hiring landscape, while demonstrating agility, networking capability, and high closure orientation.

Key Responsibilities

Talent Acquisition & Strategic Hiring

• Partner closely with stakeholders to understand manpower requirements, role expectations, competencies, and organizational priorities.
• Drive end-to-end recruitment for Leadership, Faculty, and Non-Faculty positions across the University.
• Develop effective sourcing strategies through job portals, social media, professional networks, referrals, search firms, and targeted market mapping.
• Conduct competency mapping and skill mapping for critical roles to ensure alignment between candidate capabilities and business requirements.
• Undertake market intelligence, talent benchmarking, and compensation benchmarking to support informed hiring decisions and talent competitiveness.
• Build and maintain talent pipelines for key and niche positions through proactive networking and relationship management.
• Design, review, and update job descriptions and hiring frameworks in consultation with stakeholders.
• Conduct profile screening, telephonic assessments, preliminary evaluations, and candidate fitment analysis.
• Coordinate and manage the complete interview lifecycle including scheduling with internal stakeholders, external experts, and selection committees.
• Ensure exceptional candidate engagement and experience throughout the recruitment journey till onboarding.
• Work closely with the Communications team for employer branding initiatives, recruitment campaigns, newspaper advertisements, and social media hiring drives.
• Monitor recruitment metrics, hiring timelines, and recruitment budgets while ensuring adherence to defined TATs.
• Manage external recruitment partners, search firms, and consultants for specialized hiring mandates.
• Stay updated on emerging trends, best practices, and innovations in recruitment and higher education talent acquisition.

Process Excellence & HR Support

• Identify opportunities for process improvement and implement best-in-class recruitment practices and systems.
• Maintain recruitment dashboards, MIS reports, and hiring analytics for leadership reviews.
• Support employer branding and employee engagement initiatives as required.
• Participate in other HR projects and assignments as delegated by the reporting manager.

Desired Candidate Profile

• MBA/PGDM in Human Resources or related discipline from a reputed institution.
• 1013 years of relevant experience in Talent Acquisition and Recruitment, preferably within higher education, consulting, research, or knowledge-driven organizations.
• Strong expertise in competency mapping, skill mapping, market benchmarking, and talent assessment methodologies.
• Proven experience in hiring for leadership, academic, and corporate/non-faculty roles.
• Strong understanding of recruitment analytics, sourcing strategies, and talent market intelligence.
• Excellent stakeholder management, negotiation, and relationship-building skills.
• Strong verbal and written communication and presentation abilities.
• High level of ownership, responsiveness, and closure orientation within defined timelines.
• Proactive, detail-oriented, and highly collaborative working style. Good understanding of HR processes, recruitment operations, and industry best practices.

CTC Range

8 to 11 LPA (Depending on candidates relevant experience, skill set and current compensation.)