Sr. Manager – Talent Acquisition

startuphr.consulting; Ahmedabad District; On-site; INR 300,000 - 600,000; Full time

Job summary

startuphr.consulting is seeking a strategic Talent Acquisition leader to partner with senior leaders, translate business growth into proactive hiring plans, and build sustainable talent pipelines across functions.

The role focuses on employer branding, analytics, recruitment technology, and a high-performance TA team to deliver predictable, quality hires in a fast-paced environment.

Qualifications

• Bachelor’s degree in human resources, business administration or a related field; Master’s degree preferred.
• Proven experience in Talent Acquisition with leadership responsibilities.
• Strong capabilities in market intelligence, sourcing strategies and stakeholder management.
• Experience in building talent pipelines for multiple functions in a fast-growing environment.
• Demonstrated ability to operate in a dynamic, growth-oriented setting.

Responsibilities

• Translate business growth plans into proactive talent strategies and hiring plans.
• Lead Talent Acquisition across leadership and niche roles with quality, speed and predictability.
• Define role competencies and assessment criteria ensuring strong candidate experience.

Skills

Strategic sourcing

Stakeholder management

People leadership

Talent analytics

Education

Bachelor’s degree in HR or Business Administration

Master’s degree preferred

Job description

1. Talent Strategy & Business Partnership

• Partner with business and functional leaders to understand growth plans, workforce priorities and future capability requirements.
• Translate business priorities into proactive hiring strategies and talent plans.
• Act as a strategic talent advisor to hiring leaders, providing market insights and challenging conventional hiring approaches where required.
• Build strong talent intelligence through market mapping, competitor hiring trends, compensation benchmarks and talent availability insights.
• Develop sustainable talent pipelines for critical, niche and recurring capabilities through proactive sourcing, headhunting, networking and talent communities.
• Anticipate emerging skill requirements and build access to talent ahead of business demand.

3. Critical Hiring & Assessment Excellence

• Personally drive recruitment for leadership, business-critical and niche positions, ensuring quality, speed and predictability of hiring outcomes.
• Strengthen structured assessment and selection practices to improve quality of hire and consistency of hiring decisions.
• Partner with hiring leaders to define role-specific competencies and assessment criteria while ensuring a strong candidate experience.

4. Employer Brand & Talent Engagement

• Strengthen employer value proposition and visibility across priority talent markets.
• Build differentiated talent engagement initiatives through professional networks, industry partnerships, academic relationships, social media and other relevant channels.
• Develop long-term relationships with high-quality talent beyond immediate hiring requirements.

5. Technology, Analytics & Process Excellence

• Leverage AI, automation, recruitment technology and analytics to improve sourcing effectiveness, productivity, hiring speed, quality and scalability.
• Establish and monitor meaningful recruitment metrics covering hiring plan achievement, TAT, quality of hire, pipeline health, source effectiveness, offer-to-join conversion and stakeholder/candidate experience.
• Continuously improve recruitment processes, workflows and governance to enhance efficiency and stakeholder experience.
• Lead, coach and develop the TA team to build stronger strategic sourcing, assessment, market intelligence and stakeholder management capabilities.
• Establish clear goals, performance expectations and operating rhythms for the team.
• Build a culture of ownership, data-driven decision-making, experimentation and continuous improvement.
• Ensure recruitment practices remain compliant, fair, inclusive and aligned with organisational policies.

What Success Looks Like

• Predictable hiring: Delivery of hiring plans with improved predictability, speed and quality across business functions.
• Stronger talent pipelines: Sustainable pipelines for critical, niche and future capabilities, reducing dependence on reactive hiring.
• Better quality of talent: Improved quality of hire through stronger sourcing, assessment and selection practices.
• Stronger talent-market positioning: Increased visibility and attractiveness of HitechDigital among priority talent pools.
• A future-ready TA function: Greater use of AI, automation, analytics and technology to improve recruitment effectiveness and scalability.
• A high-performing TA team: A team that operates as a strategic talent partner to the business rather than a transactional recruitment support function.

Qualifications & Experience

• Bachelor’s degree in human resources, Business Administration or a related field. Master’s degree preferred.
• 8+ years of experience in Talent Acquisition, with at least 3 years in a leadership or team-management role.
• Proven experience managing recruitment across multiple functions and business areas.
• Strong experience in strategic sourcing, talent mapping, headhunting and critical/niche hiring.
• Strong communication, negotiation, influencing and stakeholder-management capabilities.
• Demonstrated ability to operate in a fast-paced, evolving and growth-oriented environment.

Strategic Talent Acquisition

• Ability to translate business strategy and growth plans into proactive talent strategies.
• Strong understanding of talent markets, sourcing models and evolving skill requirements.
• Ability to build talent pipelines for both current and future organisational needs.
• Strong capability in market mapping, competitor intelligence, compensation benchmarking and talent analytics.
• Ability to convert market intelligence into actionable hiring strategies.

Business & Stakeholder Partnership

• Ability to partner credibly with business heads and senior leaders.
• Strong consulting and influencing skills, with the confidence to challenge constructively.
• Ability to create shared ownership for hiring outcomes across TA and business stakeholders.

Assessment & Quality of Hire

• Strong understanding of structured assessment and selection methodologies.
• Ability to improve quality of hire through data, competency-based assessment and disciplined selection practices.

Employer Brand & Talent Engagement

• Ability to build differentiated employer positioning and talent engagement strategies.
• Strong understanding of how employer reputation influences attraction and conversion of talent.

Recruitment Technology & Digital Orientation

• Strong orientation toward AI, automation, analytics and technology-enabled recruitment.
• Ability to identify opportunities to simplify and scale recruitment through digital solutions.

Recruitment Operations & Process Excellence

• Strong process orientation with the ability to build scalable recruitment workflows and governance.
• Ability to identify bottlenecks and continuously improve speed, quality and candidate experience.

Talent Analytics & Performance

• Ability to establish meaningful recruitment metrics and use data to drive decisions.
• Strong understanding of hiring funnel analytics, source effectiveness, conversion metrics and recruitment productivity.

Leadership & Team Development

• Ability to build, coach and develop a high-performing TA team.
• Creates a culture of accountability, continuous learning, experimentation and improvement.