Manager Talent Solutions (Manufacturing)

Talent Hired-the Job Store; Hazira; On-site; INR 3,500,000 - 5,500,000; Full time

Job summary

Talent Hired-the Job Store in Hazira, Gujarat, invites an experienced Manager Talent Solutions to lead a recruitment team for manufacturing accounts. You will own end-to-end talent acquisition delivering hiring plans to SLA and client renewal.

You will manage a 10+ recruiter team, drive AI sourcing, build pipelines, publish weekly dashboards, and work Monday to Friday from office with occasional Saturdays.

Qualifications

• 8+ years in recruitment or RPO, including experience leading a team of 10+ recruiters.
• Experience delivering on hiring plans to SLA and client renewal.

Responsibilities

• Delivery and client outcomes: meet annual hiring plans and SLA for each role band.
• Sourcing and talent pipeline: build ready pipelines and explore new sourcing channels.
• Reporting and dashboards: publish weekly dashboards and monthly MIS.
• Client partnership and governance: conduct weekly requisition reviews with stakeholders.
• People management: set KPIs, manage performance, and develop career paths.

Skills

People management

Recruitment

RPO

Team leadership

SLA management

Tools

AI sourcing tools

Job description

Position Details:-

Designation :-Manager Talent Solutions

Location- Hazira

Industry Focus- Manufacturing

Reporting To -Senior Manager Talent Solutions

Role Type- People manager leads a recruitment team on the account Team Span -10+ recruiters

Hiring Volume- 1,000 1,500 hires annually across multiple business functions

Experience- Required 8+ years in recruitment or RPO, including experience leading a team of 10+ recruiters

Working Pattern- Monday to Friday from office; Saturdays from home, with the occasional Saturday in office during hiring drives or client visits.

Role Purpose

Own the talent acquisition mandate for an assigned manufacturing account delivering the hiring plan to SLA, keeping the client successful enough to renew and grow, and building a team that meets its targets .

Key Responsibilities

Delivery and Client Outcomes

Deliver the client's annual hiring plan in full, without trading quality for volume. Fill roles within the contracted SLA for each role band. Review requisitions ageing beyond 30 days weekly, with cause and recovery plan, and flag SLA risk to the client early. Monitor funnel conversion at each stage and fix the weak stage rather than raising submission volume. Hold offer-to-join conversion at 85% or above. Keep ATS records current with same-day candidate status updates. Maintain governance and compliance with zero audit exceptions on the account

Sourcing and Talent Pipeline

Source hands-on for critical and niche mandates; head-hunt what portals cannot fill.Keep ready pipelines for repeat-demand and hard-to-fill roles. Introduce one new sourcing channel each quarter and report its yield. Drive team use of AI sourcing tools CV matching, Gen AI Boolean strings and adverts, automated outreach and measure their yield. Map skills and sub-skills for every active requisition before sourcing begins .

Reporting and Dashboards

Publish a weekly delivery dashboard: open roles, ageing, funnel conversion, offers in hand, SLA status. Produce the monthly account MIS: plan against actuals, TAT by role band, source mix and yield, joiner attrition. Run the quarterly business review: delivery against plan, team capability, next-quarter forecast. Keep one source of truth the client dashboard and the ATS report must reconcile.

Client Partnership and Governance

Run the weekly requisition review with hiring managers and the monthly review with client leadership; own every escalation on the account. Share market intelligence talent availability, compensation movement, competitor activity each month. Present few, well-assessed profiles rather than high CV volume. Develop a working understanding of the client's operations, functions and role landscape, enough to represent opportunities credibly to senior candidates. Uphold the client's employer brand through a consistent candidate experience and timely decisions, whatever the outcome

People Management

Set KPIs for each team member on the HRMS and manage performance against them. Share the quarterly scorecard with the Performance Management team on time. Run regular team engagement and connects beyond work. Build and review a career path for each team member. Maintain a capability plan per recruiter skill level, gaps, training to close them reviewed quarterly with Taggd Academy. Hold voluntary attrition within the team at or below 15%