Deputy Manager Talent Acquisition - CoE

Deepak Nitrite Limited; Vadodara; On-site; INR 2,400,000 - 3,800,000; Full time

Job summary

Deepak Nitrite Limited is seeking a Deputy Manager – Talent Acquisition (CoE) at its Corporate Office in Vadodara. You will drive end-to-end hiring, build talent pipelines, and partner with site HR and business leaders to meet current and future manpower needs in a fast-paced manufacturing setting.

The role emphasizes strategic hiring, niche and bulk recruitment, and improving recruitment processes through data, technology, and external partnerships.

Qualifications

• Bachelor's Degree in Engineering/Technology mandatory.
• Postgraduate qualification in Human Resources/Management/Business Administration will be an added advantage.
• 10–12 years of relevant experience in Talent Acquisition / Recruitment, preferably in manufacturing or engineering sectors.
• Experience in bulk/mass hiring and recruitment drives.
• Strong proficiency in ATS/HRMS, recruitment analytics, and data-driven decision making.

Responsibilities

• Develop and execute end-to-end talent acquisition strategies aligned with business plans.
• Lead bulk hiring and recruitment drives across technical and leadership roles.
• Partner with Business Heads and HR teams to forecast manpower and translate needs into hiring plans.
• Drive recruitment analytics, dashboards, MIS, and data-informed hiring decisions.
• Manage external agencies and internal stakeholders to ensure timely closures and candidate experience.

Skills

ATS proficiency

HRMS/HRIS

Recruitment analytics

Bulk hiring

Stakeholder management

Sourcing strategy

Education

B.E./B.Tech

HR/Management postgrad

Tools

LinkedIn Recruiter

Job portals

Boolean search

Direct sourcing

MS Excel

PowerPoint

Job description

Job Title: Deputy Manager – Talent Acquisition (CoE)

Location: Corporate Office, Vadodara
Department: Centre of Excellence – Talent Acquisition
Reports to: Lead – Talent Acquisition

Job Summary

The Deputy Manager – Talent Acquisition will beresponsible for managing and driving end-to-end talent acquisition activitiesacross the organisation, with a strong focus on strategic hiring, critical andniche positions, bulk hiring, talent pipeline development, stakeholdermanagement, and recruitment process excellence.

The role will partner closely with business leaders,functional heads, HR Business Partners, and site HR teams to understand currentand future talent requirements and translate business needs into effectiverecruitment strategies. The incumbent will also be responsible for leveragingtechnology, data, market intelligence, and external talent partners to build arobust and sustainable talent pipeline.

The role requires a strong understanding of recruitmentpractices, excellent stakeholder management capabilities, and the ability tomanage multiple hiring mandates across functions and locations in a fast-pacedbusiness environment.

Key Responsibilities

• Developand execute talent acquisition strategies aligned with businessrequirements and workforce plans.
• Partnerwith business heads, functional leaders, and HR teams to understandcurrent and future manpower requirements.
• Translatebusiness requirements into effective hiring plans, sourcing strategies,and recruitment timelines.
• Driverecruitment for critical, niche, leadership, technical, and bulk hiringrequirements.
• Developand maintain talent pipelines and talent pools for recurring andfuture business requirements.
• Providemarket intelligence on talent availability, compensation trends,competitor hiring, and sourcing challenges.
• Identifyrecruitment bottlenecks and implement corrective actions to improve hiringefficiency.

2. End-to-End Recruitment Management

• Managethe complete recruitment lifecycle from requirement understanding andsourcing to selection, offer management, and onboarding.
• Ensuretimely closure of positions in line with agreed Manpower Requisition /Manpower Planning and hiring timelines.
• Leadhiring mandates across multiple functions, including technical,engineering, operations, corporate, and project roles.
• Drivebulk hiring and mass recruitment initiatives, including walk-indrives, campus hiring, recruitment campaigns, and specialised hiringdrives.
• Ensureeffective candidate engagement throughout the recruitment lifecycle.
• Handleoffer discussions, compensation negotiations, counter-offer situations,and candidate closures within approved compensation frameworks.
• Developdiverse sourcing strategies through job portals, LinkedIn Recruiter,employee referrals, social media, consultants, professional networks, anddirect sourcing.
• Buildand maintain active talent pools for critical and recurring positions.
• Identifypassive candidates and develop relationships with potential talent forfuture requirements.
• Evaluateand optimise sourcing channels based on quality, cost, turnaround time,and conversion.
• Driveinitiatives to strengthen the organisation's Employer Branding andEmployee Value Proposition from a talent acquisition perspective.

4. Stakeholder Management

• Actas a strategic recruitment partner to Business Heads, Functional Heads,Hiring Managers, and HR Leaders.
• Conductregular discussions with stakeholders to review open positions,recruitment progress, challenges, and closure plans.
• Establishclear expectations regarding candidate profiles, timelines, compensation,and selection processes.
• Provideregular recruitment updates, market insights, and recommendations tosenior management.
• Ensureeffective coordination between COE – TA, HR Business Partners, Site HR,hiring managers, and external recruitment partners.

5. Interview & Selection Management

• Coordinateand facilitate interviews with functional experts, hiring managers, seniorleadership, and interview panels.
• Participatein the assessment and evaluation of candidates for critical andsenior-level positions.
• Ensurestructured and timely feedback from interview panels.
• Drivestandardisation and consistency in candidate assessment and selectionprocesses.
• Ensurea positive and professional candidate experience throughout therecruitment journey.

6. Recruitment Agency & Partner Management

• Managerelationships with external recruitment consultants, search firms, jobportals, and other talent partners.
• Identifyand onboard appropriate recruitment partners based on businessrequirements.
• Monitoragency performance against agreed quality, turnaround time, and closureparameters.
• Reviewrecruitment partner effectiveness and rationalise the vendor ecosystemwherever required.
• Ensureadherence to commercial terms, confidentiality requirements, and internalrecruitment policies.

7. Recruitment Analytics, MIS & Reporting

• Trackand analyse key talent acquisition metrics, including:
  • Time-to-Fill
  • Time-to-Hire
  • Offer-to-JoiningRatio
  • Source-wiseHiring
  • Costper Hire
  • RecruitmentFunnel Conversion
  • HiringManager Satisfaction
  • CandidateQuality
  • Ageingof Open Positions
• Developand maintain TA dashboards, MIS, and management reports.
• Analyserecruitment data to identify trends, gaps, and opportunities forimprovement.
• Presentrecruitment performance and key insights to senior management.

8. Process Improvement & Technology

• Identifyopportunities to improve the efficiency and effectiveness of therecruitment process.
• LeverageATS, HRMS, recruitment platforms, digital sourcing tools, and analyticsto improve hiring outcomes.
• Driveadoption and effective utilisation of recruitment technology across theorganisation.
• Supportautomation and digitisation of recruitment processes wherever feasible.
• Ensureaccurate and timely maintenance of candidate, interview, offer, andjoining records in the recruitment system.

9. Compliance & Governance

• Ensureadherence to organisational recruitment policies, processes, approvalmechanisms, and compensation guidelines.
• Ensureappropriate documentation and approvals are completed before offerrelease.
• Maintainconfidentiality of candidate and business information throughout therecruitment process.
• Ensurerecruitment activities are conducted in accordance with applicablestatutory and organisational requirements.
• Establishappropriate governance mechanisms for recruitment agencies, candidatedatabases, and recruitment processes.

10. Team & Capability Development

• Guideand mentor team members involved in talent acquisition activities.
• Sharebest practices and build recruitment capability within the TA team.
• Drivea data-driven and customer-centric culture within the recruitmentfunction.
• Supportthe Head – Talent Acquisition in strategic TA initiatives andorganisation-wide HR projects.

Qualifications & Experience

Education

• Bachelor'sDegree in Engineering / Technology (B.E. / B.Tech) from a recogniseduniversity/institute is mandatory.
• Postgraduatequalification in Human Resources / Management / Business Administrationwill be an added advantage.

Experience

• 10–12years of relevant experience in Talent Acquisition / Recruitment,preferably within a large manufacturing, engineering, chemical,petrochemical, industrial, infrastructure, EPC, or project-basedorganisation.
• Strongexperience in managing end-to-end recruitment across multiple functionsand levels.
• Provenexperience in bulk / mass hiring and recruitment drives.
• Experiencein hiring technical, engineering, operations, project, corporate, andniche talent.
• Experiencein managing senior stakeholders and working closely with Business Heads /Functional Heads.
• Strongexposure to recruitment analytics, dashboards, ATS/HRMS, digital sourcing,and recruitment technology.
• Experiencein managing external recruitment consultants and talent acquisitionpartners.

Technical Skills

• Strongproficiency in Applicant Tracking Systems (ATS), HRMS/HRIS, andrecruitment analytics.
• Hands-onexperience with LinkedIn Recruiter, job portals, Boolean search, directsourcing, and digital recruitment platforms.
• Strongproficiency in MS Excel, PowerPoint, and MS Office.
• Abilityto prepare and interpret recruitment dashboards and MIS.
• Understandingof recruitment market trends, compensation benchmarking, and talentavailability.
• Exposureto recruitment automation and AI-enabled recruitment tools will be anadded advantage.
• Strongstakeholder management and influencing skills.
• Excellentcommunication and interpersonal skills.
• Strongbusiness acumen and understanding of manpower requirements.
• Abilityto engage effectively with senior leadership and business stakeholders.
• Strongnegotiation and candidate closure skills.
• Excellentplanning, prioritisation, and execution capabilities.
• Analyticaland data-driven approach to recruitment.
• Strongproblem-solving and decision-making ability.
• Abilityto manage multiple priorities in a fast-paced and dynamic environment.
• Highlevel of ownership, accountability, and result orientation.
• Abilityto work independently as well as collaboratively with cross-functionalteams.

Key Performance Indicators (KPIs)

• Time-to-Fill/ Time-to-Hire
• Positionclosure within agreed timelines
• Offer-to-JoiningRatio
• Qualityof Hire
• Candidateretention / early attrition
• Recruitmentfunnel conversion
• Sourceeffectiveness and channel productivity
• Candidateexperience and satisfaction
• Recruitmentagency performance
• Talentpipeline readiness for critical positions
• Bulkhiring / recruitment drive effectiveness
• Compliancewith recruitment processes and governance
• Adoptionand utilisation of recruitment technology

Preferred Industry Background

Candidates from Chemical, Petrochemical, SpecialtyChemicals, Manufacturing, Engineering, EPC/EPCM, Infrastructure, IndustrialProjects, Oil & Gas, or Process Industries would be preferred.