Talent Acquisition

Phenom; Dadri; On-site; INR 2,000,000 - 4,000,000; Full time

Job summary

Phenom is seeking a Talent Acquisition Manager to lead end-to-end recruitment for EPC and Infrastructure projects across corporate offices and sites. You will drive volume and project-based hiring, build talent pipelines, and manage a team of recruiters to ensure timely fulfillment of manpower requirements.

You will partner with business leaders, provide data-driven insights, and ensure best-in-class candidate experience while maintaining governance and compliance across functions.

Qualifications

• Experience in end-to-end recruitment for EPC/Infrastructure sectors.
• Strong stakeholder management and leadership abilities.
• Proficiency with ATS, analytics, and dashboards.

Responsibilities

• Lead end-to-end recruitment for EPC, Infrastructure, Construction, Engineering, Project Management, and Support Functions.
• Partner with leaders to understand workforce needs and craft hiring strategies.
• Drive volume and project-based hiring across multiple locations.
• Manage vendor relationships, budgets, and RPO/agency partnerships.
• Develop TA dashboards and MIS reports to inform leadership.

Skills

Stakeholder management

Leadership

Data-driven decisions

ATS proficiency

Education

MBA / PGDM

Engineering background

Job description

Job Description:

Job Requirements

Role Purpose: The Talent Acquisition Manager will be responsible for leading end-to-end recruitment activities for the EPC and Infrastructure business. The role requires expertise in volume hiring, project-based hiring, stakeholder management, vendor management, recruitment analytics, and leading a team of recruiters to ensure timely fulfillment of manpower requirements across corporate offices, project sites, and business functions.

Key Responsibilities

1. Talent Acquisition & Workforce Planning

• Manage end-to-end recruitment for EPC, Infrastructure, Construction, Engineering, Project Management, and Support Functions.
• Partner with business leaders and project teams to understand workforce requirements and develop hiring strategies.
• Drive recruitment planning for ongoing and upcoming projects across multiple locations.
• Ensure timely closure of critical, niche, and volume positions within agreed TAT.

2. Volume & Project-Based Hiring

• Lead large-scale hiring drives for project mobilization and expansion requirements.
• Manage recruitment campaigns for Engineers, Project Managers, Construction Professionals, Safety Officers, QA/QC, Planning Engineers, Procurement, Contracts, MEP, and support functions.
• Build talent pipelines for future project requirements.
• Conduct mass hiring initiatives, walk-ins, campus drives, job fairs, and recruitment events.

3. Stakeholder Management

• Act as a strategic recruitment partner to business heads, project directors, and functional leaders.
• Provide regular updates on hiring progress, challenges, and market intelligence.
• Drive stakeholder satisfaction through timely communication and recruitment excellence.
• Influence hiring decisions through market insights and talent availability analysis.

4. Vendor & Agency Management

• Manage relationships with recruitment agencies, search firms, and staffing partners.
• Evaluate vendor performance based on quality, TAT, and cost effectiveness.
• Negotiate commercial terms and ensure optimal utilization of recruitment budgets.
• Maintain a robust vendor network for specialized and bulk hiring requirements.

5. Recruitment Analytics & Dashboards

• Develop and publish TA dashboards and MIS reports.
• Track key recruitment metrics including:
• Time to Fill
• Time to Hire
• Offer-to-Join Ratio
• Source Effectiveness
• Cost per Hire
• Aging Positions
• Recruitment Funnel Metrics
• Provide hiring insights and recommendations to leadership through data-driven analysis.

6. Team Management

• Lead, mentor, and develop a team of recruiters and recruitment coordinators.
• Set recruitment targets and monitor team performance.
• Build capability within the TA team through coaching and best practices sharing.
• Ensure compliance with recruitment processes and policies.

7. Employer Branding & Candidate Experience

• Enhance employer brand visibility in the EPC and Infrastructure talent market.
• Ensure superior candidate experience throughout the recruitment lifecycle.
• Promote diversity hiring initiatives wherever applicable.

8. Process Excellence & Compliance

• Drive recruitment process standardization and continuous improvement.
• Ensure adherence to recruitment governance, policies, and compliance requirements.
• Leverage ATS and recruitment technologies to improve operational efficiency.

Preferred Industry Exposure

EPC | Infrastructure | Construction | Power | Renewable Energy | Oil & Gas | Railways | Roads & Highways | Metro Projects | Industrial Projects | Data Centers

Work Experience

Desired Candidate Profile

Education

• MBA / PGDM in Human Resources, Business Administration, or related discipline.
• Engineering background will be an added advantage.

Experience

• 7-10 years of relevant Talent Acquisition experience.
• Minimum 4-5 years of experience in EPC, Infrastructure, Construction, Oil & Gas, Power, Renewables, Manufacturing, or allied sectors.
• Proven track record in managing volume and project-based hiring.

Technical Competencies

• Expertise in end-to-end recruitment lifecycle.
• Strong understanding of EPC and Infrastructure talent landscape.
• Recruitment analytics and dashboard reporting.
• Applicant Tracking Systems (ATS).
• Vendor and consultant management.
• Workforce planning and manpower budgeting.

Behavioral Competencies

• Strong stakeholder management and influencing skills.
• Excellent communication and negotiation abilities.
• Leadership and team management capability.
• Data-driven decision-making approach.
• Strong problem-solving and execution focus.
• Ability to work in a fast-paced, project-driven environment.

Key Performance Indicators (KPIs)

• Hiring fulfillment against approved manpower plan.
• Time-to-fill positions.
• Offer acceptance and joining ratio.
• Stakeholder satisfaction score.
• Recruitment cost optimization.
• Vendor performance effectiveness.
• Team productivity and delivery.
• Dashboard accuracy and reporting compliance.