Senior Executive t

Beratung Consultants; Mumbai; On-site; INR 900,000 - 1,300,000; Full time

Job summary

Beratung Consultants in Mumbai is seeking a Senior Executive Talent Acquisition to drive end-to-end recruitment for engineering, infra, and data-center projects from Andheri (E). The role emphasizes workforce planning and building a proactive talent pipeline.

You'll partner with project managers and department heads to forecast hiring needs, manage vendor relationships, and ensure timely onboarding to support project delivery.

Qualifications

• 2-7 years of end-to-end talent acquisition experience, preferably in engineering/construction or data center environments.
• Strong experience in manpower planning, talent pipelines, and stakeholder management.
• Proficiency with recruitment portals, LinkedIn sourcing, ATS, and Excel-based MIS.

Responsibilities

• Develop and implement recruitment strategies aligned with project needs and workforce plans.
• Manage full recruitment lifecycle from requirement to onboarding.
• Identify channels including portals, referrals, agencies, and direct sourcing.
• Drive proactive hiring for critical, niche, and leadership roles.

Skills

Talent Acquisition

Manpower Planning

Stakeholder Management

LinkedIn Sourcing

ATS & Excel

Negotiation

Communication

Tools

ATS

LinkedIn Sourcing

Excel MIS

Job description

Urgent hiring for Mumbai Office - Work from Office

Position: Senior Executive Talent Acquisition

Department: Human Resources
Experience: 3 - 7 Years

Location - Andheri (E) - near Marol Metro Station

Industry Preference: Engineering Consulting, Infrastructure, Construction, Data Centers, or Project-Based Organizations

Key Responsibilities

A. Talent Acquisition & Hiring Strategy

• Develop and implement recruitment strategies aligned with business objectives, project requirements, and workforce expansion plans.
• Manage the complete recruitment lifecycle, from understanding manpower requirements and sourcing candidates to offer negotiation and onboarding.
• Identify suitable recruitment channels, including job portals, professional networks, employee referrals, recruitment agencies, and direct sourcing.
• Drive proactive hiring for critical, niche, and leadership positions.

B. Manpower Planning & Workforce Forecasting

• Coordinate with project managers, department heads, and business teams to understand current and future manpower requirements.
• Prepare and maintain manpower plans based on project pipelines, resource deployment schedules, and approved budgets.
• Forecast hiring requirements and initiate recruitment activities in advance to avoid project staffing delays.
• Track approved positions, open requisitions, hiring priorities, and actual versus planned manpower.

C. Talent Pipeline & Database Management

• Build and maintain a qualified talent pipeline for recurring, critical, and upcoming project requirements.
• Develop and maintain a structured candidate database categorized by skill set, experience, location, availability, and salary expectations.
• Establish talent pools for specialized engineering, commissioning, project management, and other business-critical roles.
• Maintain regular engagement with prospective candidates to improve talent availability and reduce time-to-hire.

D. Stakeholder & Vendor Management

• Work closely with hiring managers to define job requirements, evaluate candidate suitability, and establish hiring priorities.
• Conduct regular follow-ups with stakeholders to ensure timely feedback, interview scheduling, and offer approvals.
• Manage recruitment agencies and vendors, monitor their performance, and ensure cost-effective hiring.
• Provide regular updates to management on recruitment progress, challenges, and anticipated hiring risks.

E. Recruitment Analytics & Process Improvement

• Monitor recruitment KPIs, including time-to-hire, cost-per-hire, offer-to-joining ratio, source effectiveness, and hiring plan achievement.
• Prepare recruitment dashboards, MIS reports, and periodic hiring status updates for management.
• Analyze offer declines, candidate dropouts, and joining delays to recommend corrective actions.
• Standardize recruitment processes, improve turnaround times, and ensure compliance with company policies.

F. Offer Management & Onboarding

• Coordinate compensation discussions, salary negotiations, offer approvals, and offer releases.
• Manage candidate engagement throughout the notice period to minimize offer dropouts and joining risks.
• Coordinate with HR operations and relevant departments to ensure smooth onboarding and timely project deployment.
• Ensure proper recruitment documentation and adherence to internal hiring procedures.

Required Qualifications & Skills

• 2-7 years of experience in end-to-end talent acquisition, preferably in engineering consulting, infrastructure, construction, or data center environments.
• Strong experience in technical recruitment, manpower planning, talent pipeline development, and stakeholder management.
• Proficiency in recruitment portals, LinkedIn sourcing, applicant tracking systems (ATS), and Excel-based recruitment MIS.
• Strong analytical, communication, negotiation, coordination, and problem-solving skills.
• Ability to manage multiple vacancies, prioritize critical requirements, and work in a fast-paced, project-driven environment.