RCF_IC_T1-HR TA DEPT (RCF)

PeopleStrong; Chennai District; On-site; INR 2,500,000 - 4,200,000; Full time

Job summary

PeopleStrong is seeking a Talent Acquisition Lead with 8-15 years of experience and an MBA in HR to partner with business leaders and drive recruitment strategy across Pan India.

You will oversee end-to-end recruitment, workforce planning, leadership hiring, and employer branding while ensuring timely, high-quality hires across construction, EPC, infrastructure, and industrial projects.

Qualifications

• 8–15 years of experience in talent acquisition or recruitment.
• MBA in HR or equivalent; strong exposure to workforce planning and employer branding.

Responsibilities

• Strategic Talent Acquisition partner with business leaders to understand manpower requirements.
• Develop hiring strategies aligned with organizational growth plans and project needs.
• Lead end-to-end recruitment lifecycle from requisition through onboarding.
• Drive workforce planning and recruitment strategies for critical and large-scale hires.
• Manage senior and leadership hiring, competency-based interviews, and candidate evaluations.
• Plan recruitment drives, campus hiring, walk-ins, and employer branding initiatives.
• Coordinate offers, negotiations, and joining formalities; ensure candidate experience.
• Develop recruitment analytics dashboards and monitor KPIs such as time-to-hire, cost, and quality.

Skills

Talent Acquisition/Recruitment

Education

MBA in HR

Job description

Required Experience 8 - 15 years

Skills

• Talent Acquisition/Recruitment
• Master of Business Administration (MBA)

Knowledge & Posting Location

Corporate Office / Project Sites (Pan India)

Job Description

Key Responsibilities

1. Strategic Talent Acquisition Partnering
   Partner with business leaders to understand current and future manpower requirements.
   Develop hiring strategies aligned with organizational growth plans.
   Act as a trusted advisor to business heads on recruitment-related matters.
   Provide market intelligence on talent availability, compensation trends, and competitor hiring practices.
   Build strong relationships with business stakeholders to ensure hiring effectiveness.
2. Workforce Planning & Recruitment Strategy
   Drive annual and project-specific manpower planning exercises.
   Collaborate with business teams to forecast workforce requirements.
   Develop recruitment plans for critical and niche positions.
   Ensure alignment between project mobilization plans and recruitment activities.
   Build succession pipelines for critical positions.
3. End-to-End Talent Acquisition
   Manage recruitment life cycle from manpower requisition to onboarding.
   Lead sourcing initiatives through multiple recruitment channels.
   Screen and shortlist candidates in line with job specifications.
   Coordinate interviews, assessments, and selection processes.
   Facilitate offer discussions, negotiations, and closure.
   Ensure high-quality hiring within approved timelines and budgets.
4. Leadership & Critical Hiring
   Manage recruitment of mid-level, senior-level, and leadership positions.
   Conduct competency-based interviews.
   Coordinate assessment and evaluation processes for key roles.
   Maintain talent pipelines for future leadership requirements.
   Support confidential and strategic hiring mandates.
5. Recruitment Drives & Employer Branding
   Plan and execute recruitment drives across various locations.
   Organize walk-in drives, campus hiring, and lateral hiring campaigns.
   Develop employer branding initiatives to attract high-quality talent.
   Enhance company visibility across professional platforms and talent networks.
   Represent the organization at employment events, job fairs, and industry forums.
6. Stakeholder & Candidate Management
   Ensure excellent candidate experience throughout the hiring process.
   Maintain regular communication with candidates and hiring managers.
   Drive hiring manager engagement and accountability.
   Provide status updates and recruitment reviews periodically.
   Manage candidate queries, negotiations, and joining formalities.
7. Vendor & Recruitment Partner Management
   Identify and manage recruitment consultants and staffing partners.
   Evaluate vendor performance and hiring effectiveness.
   Negotiate commercial terms and service agreements.
   Maintain strategic relationships with key recruitment partners.
   Ensure optimum utilization of recruitment partners.
8. Offer Management & Onboarding Support
   Support compensation benchmarking and offer recommendations.
   Coordinate approval processes for offers and hiring decisions.
   Track offer acceptance ratios and joining effectiveness.
   Ensure smooth onboarding coordination with HR Operations.
   Monitor pre-joining engagement activities to reduce dropouts.
9. Recruitment Analytics & MIS
   Develop recruitment dashboards and management reports.
   Monitor key recruitment metrics including:
   • Open Positions
   • Time-to-Hire
   • Time-to-Fill
   • Offer Acceptance Ratio
   • Joining Ratio
   • Recruitment Cost
   • Source Effectiveness
   • Consultant Performance
   • Candidate Pipeline Status
   • Diversity Hiring Metrics
10. Process Excellence & Compliance
    Ensure compliance with recruitment policies and approval matrices.
    Drive recruitment process standardization across locations.
    Maintain accurate recruitment records and documentation.
    Support audit and compliance requirements.
    Promote best practices in talent acquisition and selection processes.

Key Performance Indicators (KPIs)

• Recruitment Closure
• Positions filled within target timelines
• Time-to-Hire Reduction in hiring cycle time
• Offer Acceptance Ratio Percentage of accepted offers
• Joining Ratio Candidate joining effectiveness
• Critical Position Closure Timely closure of key roles
• Recruitment Quality Performance and retention of hires
• Recruitment Cost Efficiency Hiring within approved budgets
• Candidate Experience Candidate satisfaction scores
• Diversity Hiring Achievement against diversity targets
• Vendor Performance SLA adherence and closure effectiveness

Competencies Required

• Functional Competencies: Talent Acquisition
• Strategic Workforce Planning
• Recruitment Analytics
• Employer Branding
• Executive Search
• Stakeholder Management
• Assessment & Selection
• Compensation Benchmarking
• Recruitment Process Management
• Talent Mapping
• Behavioural Competencies
• Business Acumen
• Influencing Skills
• Relationship Management
• Communication & Presentation Skills
• Negotiation Skills
• Decision Making
• Leadership Capability
• Problem Solving
• Customer Orientation
• Results Orientation

Preferred Exposure

• Large-scale hiring for Construction, EPC, Infrastructure, and Industrial Projects
• Recruitment of Engineering, Project Management, Commercial, Procurement, Contracts, EHS, Quality, Planning, Design, and Execution professionals
• Mass mobilization hiring for project sites
• Leadership hiring and succession pipeline creation
• Multi-location recruitment management across India
• Walk-in drives, recruitment campaigns, and talent mapping exercises
• Campus hiring and trainee recruitment programs

Ideal Candidate Profile

A Talent Acquisition professional with 8-15 years of experience and an MBA in HR, possessing strong exposure to Workforce Planning, Talent Acquisition, Leadership Hiring, Recruitment Analytics, Stakeholder Management, Employer Branding, and Large-Scale Recruitment Operations within the Construction, EPC, Infrastructure, Engineering, or Industrial Projects sector. The individual should be capable of partnering with business leaders, driving recruitment strategy, and ensuring timely acquisition of quality talent to support organizational growth and project execution.