Senior Manager Talent Acquisition

Talent Hired-the Job Store; Mumbai; Hybrid; INR 900,000 - 1,300,000; Full time

Job summary

Talent Hired-the Job Store in Mumbai seeks a senior talent acquisition leader to own end-to-end hiring for key manufacturing accounts, delivering plans to SLA and ensuring client renewals. You'll build pipelines, optimise sourcing using AI tools, run weekly dashboards, govern processes with zero audit issues, and manage a recruiter team to hit hiring targets.

Experience in stakeholder management, market intelligence, and employer branding will help drive credible opportunities for senior

Qualifications

• Delivery of the client's annual hiring plan within the contracted SLA.
• Sourcing for critical and niche mandates; head-hunt where portals fall short.
• Publish weekly delivery dashboards and monthly MIS; ensure data consistency.
• Run weekly requisition reviews with hiring managers and monthly client reviews; manage escalations.
• Set KPIs for recruiters, review quarterly with Taggd Academy, and manage attrition targets.

Responsibilities

• Own the talent acquisition mandate for an assigned manufacturing account
• Deliver the hiring plan in full while preserving quality.
• Keep ATS records current with status updates and governance with zero audit exceptions.
• Map skills and sub-skills for active requisitions before sourcing begins.
• Develop a credible employer brand through consistent candidate experience and timely decisions.

Job description

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%