Deputy Manager – Talent Acquisition (CoE)

Deepak Group Co; Vadodara; On-site; INR 2,400,000 - 4,000,000; Full time

Job summary

Deepak Group Co is seeking a Deputy Manager - Talent Acquisition (CoE) to lead end-to-end recruitment across functions and sites. You will drive strategic hiring, bulk hiring initiatives, and talent-pipeline development while collaborating with business heads, HR partners, and site teams to translate business needs into effective recruitment strategies.

The role focuses on leveraging technology, data, market intelligence, and external partners to build a robust talent pipeline and improve hiring

Qualifications

• Bachelor's Degree in Engineering / Technology from a recognized university is 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 large manufacturing, engineering, or EPC environments.

Responsibilities

• Develop and execute talent acquisition strategies aligned with business requirements and workforce plans.
• Partner with business heads, functional leaders, and HR teams to understand manpower needs.
• Translate requirements into hiring plans, sourcing strategies, and recruitment timelines.
• Drive bulk hiring and mass recruitment initiatives across functions.
• Build and maintain talent pipelines for recurring and future needs.
• Provide market intelligence on talent availability and compensation trends.
• Manage end-to-end recruitment lifecycle from requirement understanding to onboarding.

Skills

Stakeholder management

Negotiation

Sourcing

Talent acquisition strategy

People management

Data-driven recruitment

Education

Bachelor's Degree in Engineering / Technology

Postgraduate in HR / Management / Business Administration

Tools

LinkedIn Recruiter

ATS/HRMS

Job portals

Boolean search

MS Excel

Job description

Job Title: Deputy Manager - Talent Acquisition (CoE)

Department: Centre of Excellence - Talent Acquisition

Reports to: Lead - Talent Acquisition

Job Summary

The Deputy Manager - Talent Acquisition will be responsible for managing and driving end-to-end talent acquisition activities across the organisation, with a strong focus on strategic hiring, critical and niche positions, bulk hiring, talent pipeline development, stakeholder management, and recruitment process excellence.

The role will partner closely with business leaders, functional heads, HR Business Partners, and site HR teams to understand current and future talent requirements and translate business needs into effective recruitment strategies. The incumbent will also be responsible for leveraging technology, data, market intelligence, and external talent partners to build a robust and sustainable talent pipeline.

The role requires a strong understanding of recruitment practices, excellent stakeholder management capabilities, and the ability to manage multiple hiring mandates across functions and locations in a fast-paced business environment.

Key Responsibilities

• Develop and execute talent acquisition strategies aligned with business requirements and workforce plans.
• Partner with business heads, functional leaders, and HR teams to understand current and future manpower requirements.
• Translate business requirements into effective hiring plans, sourcing strategies, and recruitment timelines.
• Drive recruitment for critical, niche, leadership, technical, and bulk hiring requirements.
• Develop and maintain talent pipelines and talent pools for recurring and future business requirements.
• Provide market intelligence on talent availability, compensation trends, competitor hiring, and sourcing challenges.
• Identify recruitment bottlenecks and implement corrective actions to improve hiring efficiency.

2. End-to-End Recruitment Management

• Manage the complete recruitment lifecycle from requirement understanding and sourcing to selection, offer management, and onboarding.
• Ensure timely closure of positions in line with agreed Manpower Requisition / Manpower Planning and hiring timelines.
• Lead hiring mandates across multiple functions, including technical, engineering, operations, corporate, and project roles.
• Drive bulk hiring and mass recruitment initiatives, including walk-in drives, campus hiring, recruitment campaigns, and specialised hiring drives.
• Ensure effective candidate engagement throughout the recruitment lifecycle.
• Handle offer discussions, compensation negotiations, counter-offer situations, and candidate closures within approved compensation frameworks.
• Develop diverse sourcing strategies through job portals, LinkedIn Recruiter, employee referrals, social media, consultants, professional networks, and direct sourcing.
• Build and maintain active talent pools for critical and recurring positions.
• Identify passive candidates and develop relationships with potential talent for future requirements.
• Evaluate and optimise sourcing channels based on quality, cost, turnaround time, and conversion.
• Drive initiatives to strengthen the organisation's Employer Branding and Employee Value Proposition from a talent acquisition perspective.

4. Stakeholder Management

• Act as a strategic recruitment partner to Business Heads, Functional Heads, Hiring Managers, and HR Leaders.
• Conduct regular discussions with stakeholders to review open positions, recruitment progress, challenges, and closure plans.
• Establish clear expectations regarding candidate profiles, timelines, compensation, and selection processes.
• Provide regular recruitment updates, market insights, and recommendations to senior management.
• Ensure effective coordination between COE - TA, HR Business Partners, Site HR, hiring managers, and external recruitment partners.

5. Interview & Selection Management

• Coordinate and facilitate interviews with functional experts, hiring managers, senior leadership, and interview panels.
• Participate in the assessment and evaluation of candidates for critical and senior-level positions.
• Ensure structured and timely feedback from interview panels.
• Drive standardisation and consistency in candidate assessment and selection processes.
• Ensure a positive and professional candidate experience throughout the recruitment journey.

6. Recruitment Agency & Partner Management

• Manage relationships with external recruitment consultants, search firms, job portals, and other talent partners.
• Identify and onboard appropriate recruitment partners based on business requirements.
• Monitor agency performance against agreed quality, turnaround time, and closure parameters.
• Review recruitment partner effectiveness and rationalise the vendor ecosystem wherever required.
• Ensure adherence to commercial terms, confidentiality requirements, and internal recruitment policies.

7. Recruitment Analytics, MIS & Reporting

• Track and analyse key talent acquisition metrics, including:
• Time-to-Fill
• Time-to-Hire
• Offer-to-Joining Ratio
• Candidate Quality
• Ageing of Open Positions
• Develop and maintain TA dashboards, MIS, and management reports.
• Analyse recruitment data to identify trends, gaps, and opportunities for improvement.
• Present recruitment performance and key insights to senior management.

8. Process Improvement & Technology

• Identify opportunities to improve the efficiency and effectiveness of the recruitment process.
• Leverage ATS, HRMS, recruitment platforms, digital sourcing tools, and analytics to improve hiring outcomes.
• Drive adoption and effective utilisation of recruitment technology across the organisation.
• Support automation and digitisation of recruitment processes wherever feasible.
• Ensure accurate and timely maintenance of candidate, interview, offer, and joining records in the recruitment system.

9. Compliance & Governance

• Ensure adherence to organisational recruitment policies, processes, approval mechanisms, and compensation guidelines.
• Ensure appropriate documentation and approvals are completed before offer release.
• Maintain confidentiality of candidate and business information throughout the recruitment process.
• Ensure recruitment activities are conducted in accordance with applicable statutory and organisational requirements.
• Establish appropriate governance mechanisms for recruitment agencies, candidate databases, and recruitment processes.

10. Team & Capability Development

• Guide and mentor team members involved in talent acquisition activities.
• Share best practices and build recruitment capability within the TA team.
• Drive a data-driven and customer-centric culture within the recruitment function.
• Support the Head – Talent Acquisition in strategic TA initiatives and organisation-wide HR projects.

Qualifications & Experience

Education

• Bachelor's Degree in Engineering / Technology (B.E. / B.Tech) from a recognized university/institute is mandatory.
• Postgraduate qualification in Human Resources / Management / Business Administration will be an added advantage.

Experience

• 10-12 years of relevant experience in Talent Acquisition / Recruitment, preferably within a large manufacturing, engineering, chemical, petrochemical, industrial, infrastructure, EPC, or project-based organisation.
• Strong experience in managing end-to-end recruitment across multiple functions and levels.
• Proven experience in bulk / mass hiring and recruitment drives.
• Experience in hiring technical, engineering, operations, project, corporate, and niche talent.
• Experience in managing senior stakeholders and working closely with Business Heads / Functional Heads.
• Strong exposure to recruitment analytics, dashboards, ATS/HRMS, digital sourcing, and recruitment technology.
• Experience in managing external recruitment consultants and talent acquisition partners.

Technical Skills

• Strong proficiency in Applicant Tracking Systems (ATS), HRMS/HRIS, and recruitment analytics.
• Hands-on experience with LinkedIn Recruiter, job portals, Boolean search, direct sourcing, and digital recruitment platforms.
• Strong proficiency in MS Excel, PowerPoint, and MS Office.
• Ability to prepare and interpret recruitment dashboards and MIS.
• Understanding of recruitment market trends, compensation benchmarking, and talent availability.
• Exposure to recruitment automation and AI-enabled recruitment tools will be an added advantage.
• Strong stakeholder management and influencing skills.
• Excellent communication and interpersonal skills.
• Strong business acumen and understanding of manpower requirements.
• Ability to engage effectively with senior leadership and business stakeholders.
• Strong negotiation and candidate closure skills.
• Excellent planning, prioritisation, and execution capabilities.
• Analytical and data-driven approach to recruitment.
• Strong problem-solving and decision-making ability.
• Ability to manage multiple priorities in a fast-paced and dynamic environment.
• High level of ownership, accountability, and result orientation.
• Ability to work independently as well as collaboratively with cross-functional teams.

Key Performance Indicators (KPIs)

• Time-to-Fill / Time-to-Hire
• Position closure within agreed timelines
• Offer-to-Joining Ratio
• Quality of Hire
• Candidate retention / early attrition
• Recruitment funnel conversion
• Source effectiveness and channel productivity
• Candidate experience and satisfaction
• Recruitment agency performance
• Talent pipeline readiness for critical positions
• Bulk hiring / recruitment drive effectiveness
• Compliance with recruitment processes and governance
• Adoption and utilisation of recruitment technology

Preferred Industry Background

Candidates from Chemical, Petrochemical, Specialty Chemicals, Manufacturing, Engineering, EPC/EPCM, Infrastructure, Industrial Projects, Oil & Gas, or Process Industries would be preferred.