Head Talent Acquisition

Sperton; Mumbai City; On-site; INR 4,000,000 - 6,200,000; Full time

Job summary

Sperton is looking for a Head of Talent Acquisition in Mumbai to lead the recruitment function across the organization. You will work with the CHRO, plant HR, and regional teams to design hiring strategies, drive manpower planning, and build a strong talent pipeline for leadership, technical, and manufacturing roles.

You will oversee sourcing, screening, interviews, salary negotiations, offers, and joining follow-ups while ensuring policy compliance and a strong employer brand.

Qualifications

• MBA/PG in HR from a recognized institute.
• 15–20 years of Talent Acquisition experience.
• Experience in manufacturing, engineering, or related sectors preferred.
• Experience in leadership hiring and recruitment operations.

Responsibilities

• Lead the recruitment function and align hiring with business plans.
• Develop hiring strategies and manpower plans.
• Manage end-to-end recruitment cycle and salary negotiations.
• Build talent pipelines and employer branding.
• Provide MIS, dashboards, and governance.
• Collaborate with CHRO and regional teams.

Skills

Talent acquisition

Sourcing

Interviewing

Negotiation

Stakeholder management

Leadership

HRMS/ATS

Data analysis

Manpower planning

Employer branding

Education

MBA / Post Graduate Degree in Human Resources

Tools

HRMS/ATS

Job description

Role & responsibilities

Job Purpose

The Head of Talent Acquisition will be responsible for leading the recruitment function of the Company. The role will ensure timely hiring of quality talent across all levels and functions in line with business needs, manpower plans, and organizational growth objectives.

The position will work closely with the CHRO, business heads, functional leaders, plant HR, and regional teams to develop hiring strategies, improve recruitment processes, build talent pipelines, and strengthen the employer brand.

Key Responsibilities

1. Talent Acquisition Strategy

Develop and implement recruitment strategies aligned with business plans and manpower requirements.

Prepare annual and quarterly hiring plans in consultation with the CHRO and business heads.

Build a strong talent pipeline for critical, leadership, technical, sales, manufacturing, and corporate roles.

Review and improve recruitment policies, processes, systems, and hiring practices.

2. Manpower Planning and Recruitment Execution

Coordinate with department heads to understand approved manpower requirements, replacements, and new positions.

Manage the complete recruitment cycle including sourcing, screening, interviews, selection, salary negotiation, offer release, and joining follow-up.

Ensure timely closure of positions while maintaining quality of hire.

Support leadership hiring and confidential search assignments as required.

3. Sourcing and Market Mapping

Develop effective sourcing channels such as job portals, consultants, employee referrals, professional networks, social media, campus hiring, and direct sourcing.

Conduct market mapping for critical and senior-level positions.

Reduce dependency on external consultants by strengthening internal sourcing capability.

Maintain a database of potential candidates for future requirements.

4. Stakeholder Management

Partner with the CHRO, business heads, hiring managers, plant HR, and regional teams for smooth hiring execution.

Understand job requirements, role expectations, reporting structure, compensation range, and candidate profile.

Guide hiring managers on interview process, candidate evaluation, market availability, and salary fitment.

Provide regular recruitment updates, MIS, and closure timelines to stakeholders.

5. Employer Branding and Candidate Experience

Promote Company as a preferred employer in the talent market.

Ensure professional communication and positive candidate experience throughout the hiring process.

Prepare clear job advertisements, role briefs, and recruitment communication.

Strengthen the companys image through ethical and transparent hiring practices.

6. Recruitment Process, MIS and Compliance

Implement standard recruitment processes, approval systems, interview documentation, and evaluation methods.

Track key recruitment metrics such as time-to-hire, cost-per-hire, offer acceptance ratio, joining ratio, and source effectiveness.

Prepare recruitment MIS, dashboards, and periodic reports for management review.

Ensure compliance with company policies, documentation standards, and hiring guidelines.

7. Vendor and Team Management

Identify, empanel, and manage recruitment consultants and executive search partners.

Monitor vendor performance on quality, turnaround time, closure rate, and cost.

Lead and develop the Talent Acquisition team.

Allocate hiring responsibilities, review progress, and guide the team on critical positions.

Build team capability in sourcing, interviewing, stakeholder management, and candidate engagement.

Key Result Areas

Timely closure of approved vacancies.

Quality hiring across levels and functions.

Reduction in hiring turnaround time and recruitment cost.

Improvement in offer acceptance and joining ratio.

Strong talent pipeline for critical and senior positions.

Effective coordination with business leaders and hiring managers.

Improved recruitment process compliance and documentation.

Enhanced employer branding and candidate experience.

Development and performance of the Talent Acquisition team.

Key Performance Indicators

Percentage of positions closed within defined timelines.

Average time taken to close positions.

Offer acceptance ratio and joining conversion ratio.

Quality of hire based on performance and retention feedback.

Recruitment cost against approved budget.

Source effectiveness across portals, referrals, consultants, direct sourcing, and campus hiring.

Hiring manager satisfaction.

Candidate dropout and offer decline percentage.

Accuracy and timeliness of recruitment MIS.

Vendor performance and consultant dependency.

Required Qualification and Experience

MBA / Post Graduate Degree in Human Resources from a recognized institute.

15 to 20 years of relevant experience in Talent Acquisition, recruitment strategy, manpower planning, stakeholder management, leadership hiring, and recruitment operations.

Experience in manufacturing, electrical products, consumer electricals, FMCG, consumer durables, industrial products, building materials, or related industries will be preferred.

Experience in hiring for corporate, sales, manufacturing, technical, commercial, and leadership roles is essential.

Required Skills and Competencies

Strong knowledge of recruitment strategy and talent acquisition practices.

Ability to understand business requirements and convert them into hiring plans.

Strong sourcing, interviewing, assessment, negotiation, and candidate engagement skills.

Good understanding of manpower planning, recruitment budgeting, and compensation benchmarking.

Proficiency in recruitment MIS, dashboards, HRMS / ATS, and data analysis.

Excellent communication, leadership, and stakeholder management skills.

High level of ownership, confidentiality, maturity, and integrity.

Ability to manage multiple hiring priorities under pressure.

Result-oriented approach with strong decision-making and problem-solving ability.