Head Talent Acquisition

Weekday; Mumbai; Presencial; INR 2 000 000 - 3 000 000; Tempo integral

Resumo da oferta

Weekday in Mumbai seeks a Head of Talent Acquisition to lead corporate hiring, including leadership and niche mandates. You will blend hands-on recruitment with business insight and strong stakeholder management to attract top talent.

You will oversee governance, compensation benchmarking, and offer approvals, partnering with senior leaders to close high-quality talent while ensuring a positive candidate experience.

Qualificações

• 4+ years of experience in corporate or leadership hiring.
• Strong understanding of structured recruitment practices and governance.
• Experience with compensation benchmarking and offer approvals.

Responsabilidades

• Lead end-to-end recruitment across leadership and specialist roles.
• Develop sourcing strategies aligned with business priorities.
• Build pipelines via direct sourcing, networks, and referrals.
• Ensure quality of hire and timely delivery across mandates.
• Partner with senior leaders to define requirements and success factors.
• Drive governance, approvals, and compensation discussions.
• Track KPIs and improve recruitment processes.

Conhecimentos

Leadership

Stakeholder management

Talent acquisition

Negotiation

Descrição da oferta de emprego

This role is for one of Weekday’s clients
Salary range: Rs 2000000 - Rs 3000000 (ie INR 20 - 30 LPA)

Min Experience: 4+ years
Location: Mumbai
JobType: full-time

We are looking for a results-driven Head of Talent Acquisition to lead and execute corporate hiring initiatives, including leadership, niche, and business-critical recruitment mandates. The ideal candidate will combine strong hands-on recruitment expertise with business acumen, stakeholder management capabilities, and a proven ability to attract, engage, and close high-quality talent.

This role requires a strong understanding of structured corporate recruitment practices, hiring governance, compensation benchmarking, internal parity, and offer approval processes. The successful candidate will independently manage complex hiring requirements, partner closely with senior business leaders, and drive recruitment excellence through measurable outcomes, efficient processes, and a positive candidate experience.

Key Responsibilities

1. End-to-End Talent Acquisition

• Independently manage the complete recruitment lifecycle, from understanding business requirements and developing sourcing strategies to candidate evaluation, offer management, and successful closure.
• Develop effective hiring strategies aligned with business priorities, workforce plans, and talent requirements.
• Build and maintain a strong pipeline of qualified candidates through direct sourcing, professional networks, referrals, and other recruitment channels.
• Ensure quality-of-hire and timely delivery across multiple recruitment mandates.

2. Leadership and Critical Hiring

• Lead recruitment for senior leadership, niche, specialist, and business-critical positions.
• Partner with senior stakeholders to understand role requirements, leadership expectations, and critical success factors.
• Develop targeted talent-mapping strategies to identify and engage high-calibre professionals.
• Manage complex hiring situations, candidate negotiations, and offer closures while maintaining confidentiality and professionalism.
• Ensure critical positions are filled within agreed timelines without compromising candidate quality.

3. Stakeholder Management and Business Partnership

• Work closely with business leaders and hiring managers to understand workforce requirements, business priorities, and talent gaps.
• Translate business needs into effective recruitment strategies and candidate profiles.
• Provide market intelligence, talent availability insights, and hiring recommendations to support informed decision-making.
• Establish strong working relationships with stakeholders across business functions.
• Manage expectations around hiring timelines, candidate quality, compensation, and recruitment priorities.

4. Candidate Engagement and Offer Closure

• Build strong relationships with candidates throughout the recruitment process.
• Effectively communicate the organisation's value proposition, role opportunities, and career prospects.
• Apply strong candidate-selling, negotiation, and influencing skills to improve offer acceptance and joining rates.
• Manage compensation discussions and offer negotiations in coordination with relevant stakeholders.
• Maintain consistent communication with candidates to ensure a smooth and positive recruitment experience.

5. Recruitment Governance and Compensation Management

• Ensure compliance with structured recruitment processes, internal policies, and approval workflows.
• Manage position approvals, Delegation of Authority (DOA), compensation benchmarking, internal parity checks, and offer approvals.
• Partner with relevant teams to ensure compensation proposals align with market benchmarks and internal compensation structures.
• Maintain accurate recruitment documentation and ensure adherence to hiring governance standards.
• Identify process gaps and implement improvements to strengthen recruitment controls and operational efficiency.

6. Recruitment Metrics and Performance Management

• Track and analyse recruitment KPIs, including time-to-hire, hiring turnaround time, offer-to-joining ratio, mandate closure rates, and quality of hire.
• Monitor recruitment performance against agreed targets and identify areas requiring improvement.