Strategic Hiring/TA Manager

People Alliance Workforce; Bhopal, Indore District, Nagpur District; On-site; INR 3,000,000 - 6,000,000; Full time

Job summary

People Alliance Workforce is seeking a visionary Strategic Hiring Manager to lead and mature our global talent acquisition framework. You will shift hiring from reactive fulfillment to proactive, data-driven talent assets, partnering with executive leadership to forecast headcount and design multi-quarter hiring roadmaps.

You will build proactive pipelines, optimize recruitment metrics, evaluate ATS/CRM tools, standardize interview processes, and elevate our employer brand across regions.

Qualifications

• 57 years of progressive experience in talent acquisition.
• At least 3 years in a strategic, leadership, or program management capacity.
• Experience managing recruitment strategies across international regions or remote work structures.

Responsibilities

• Headcount Forecasting: align business goals with global workforce capacity and design multi-quarter roadmaps.
• Pipeline Architecture: create proactive, diverse talent communities to reduce time-to-hire.
• Market Intelligence: analyze industry trends, competitor movements, and compensation data.
• Data-Driven Optimization: track metrics like quality-of-hire, pipeline velocity, cost-per-hire, retention.
• Tech Stack Evolution: evaluate and maximize ATS, AI sourcing tools, and CRM platforms.
• Process Standardisation: design bias-mitigating interview frameworks and assessment methods.
• Executive Advisory: provide visibility into pipeline health and market realities to leaders.
• Candidate Experience: refine the global candidate journey to reflect a modern employer brand.
• Vendor & Agency Oversight: manage external search firms and contingent vendors.

Skills

Analytics dashboards

Systems thinking

Influence & communication

Executive advisory

Stakeholder management

Tools

ATS

CRM platforms

AI sourcing

Job description

We are seeking a visionary and data-driven Strategic Hiring Manager to lead, design, and mature our global talent acquisition framework. In this role, you will transition our hiring from a reactive fulfillment model to a proactive, highly optimized talent asset initiative. You will work closely with executive leadership to forecast headcount needs, architect robust talent pipelines, and implement data-backed recruitment infrastructure. The ideal candidate understands that talent acquisition is not just about scheduling interviewsit is about mapping business growth directly to long-term human capital capability.

Core ResponsibilitiesStrategic Talent Planning

• Headcount Forecasting: Partner directly with executive leadership to align long-term business goals with global workforce capacity and design multi-quarter hiring roadmaps.
• Pipeline Architecture: Build and maintain proactive, diverse talent communities for critical business functions to drastically reduce time-to-hire.
• Market Intelligence: Analyze industry hiring trends, competitor talent movements, and regional compensation data to guide executive decision-making.

Recruitment Infrastructure & Operations

• Data-Driven Optimization: Establish, track, and optimize key recruitment metrics including quality-of-hire, pipeline velocity, cost-per-hire, and retention.
• Tech Stack Evolution: Evaluate, implement, and maximize the utility of modern applicant tracking systems (ATS), AI sourcing tools, and CRM platforms.
• Process Standardisation: Design structured, bias-mitigating interview frameworks and assessment methodologies to elevate selection accuracy.

Stakeholder Management & Brand

• Executive Advisory: Act as a trusted talent consultant to department heads, providing clear visibility into pipeline health and market realities.
• Candidate Experience: Audit and continuously refine the global candidate journey to reflect a modern, respectful, and high-standard employer brand.
• Vendor & Agency Oversight: Manage external search firm partnerships, negotiation strategies, and contingent workforce vendors.

Key QualificationsExperience

• Proven Track Record: Minimum of 57 years of progressive experience in talent acquisition, with at least 3 years in a strategic, leadership, or program management capacity.
• Global Scale: Direct experience managing or designing recruitment strategies across multiple international regions or remote work structures.
• Strategic Evolution: Demonstrated success transforming a talent function from a reactive model to a data-backed, proactive framework.

Skills & Competencies

• Analytical Fluency: Advanced ability to interpret complex data sets, build recruiting dashboards, and present actionable insights to C-suite executives.
• Systems Thinking: Deep understanding of modern talent acquisition technologies, programmatic sourcing, and employer branding methodologies.
• Influence & Communication: Exceptional stakeholder management skills with the ability to challenge assumptions and guide leadership decisions.