Talent Acquisition Lead

Varroc; Pune District; On-site; INR 1,800,000 - 3,200,000; Full time

Job summary

Varroc seeks an experienced Talent Acquisition professional to lead end-to-end recruitment for white-collar roles across manufacturing and automotive businesses. You will drive strategy, manpower planning, sourcing effectiveness, and cost optimization while ensuring a superior candidate experience.

You will manage offers, vendor governance, analytics, and governance of recruitment processes, partnering with leaders and HR stakeholders to fulfill manpower plans with efficiency.

Qualifications

• MBA / Post Graduate Degree in HR or related discipline.
• 8-12 years of Talent Acquisition experience in automotive, manufacturing, or industrial sectors.
• Strong budgeting, vendor management, and MIS/analytics skills.

Responsibilities

• Lead end-to-end recruitment for white-collar roles across manufacturing, automotive, and auto-component verticals.
• Drive recruitment strategy, manpower planning, and cost optimization.
• Govern vendor partnerships, negotiate terms, and monitor SLAs and performance.
• Oversee offer management, candidate experience, and onboarding.
• Manage recruitment MIS, dashboards, and analytics for leadership.

Skills

Talent Acquisition

End-to-End Recruitment

Vendor Management

ATS & SAP SF

HR Analytics

Sourcing Strategy

Education

MBA / Post Graduate Degree in HR

Tools

SAP SuccessFactors

Sense AI sourcing tools

ATS (Applicant Tracking System)

Job description

Department: Human Resources (Talent Acquisition)

Experience: 8-12 Years

Qualification: MBA / Post Graduate Degree in Human Resources or related discipline.

Position Summary

We are seeking an experienced Talent Acquisition professional to lead end-to-end recruitment operations for white-collar positions across manufacturing, automotive, and auto-component businesses. The role will be responsible for driving recruitment strategy, manpower fulfillment, sourcing effectiveness, recruitment cost optimization, vendor governance, offer management, recruitment analytics, and process compliance while ensuring an excellent candidate experience.

Key Responsibilities

1. End-to-End Recruitment

• Manage the complete hiring lifecycle from manpower requisition approval to candidate onboarding.
• Partner with business leaders and HR stakeholders to understand manpower requirements and workforce plans.
• Drive timely closure of open positions within agreed hiring TATs and quality parameters.
• Coordinate interviews, assessment processes, selection decisions, and joining formalities.
• Ensure a seamless and positive candidate experience throughout the hiring journey.

2. Recruitment Budgeting & Cost Optimization

• Prepare and manage the annual recruitment budget aligned with workforce planning.
• Monitor recruitment expenditure and cost-per-hire metrics.
• Drive cost optimization initiatives through effective sourcing channel utilization.
• Ensure adherence to approved recruitment budgets and provide periodic spend analysis.

3. Strategic & Low-Cost Talent Sourcing

• Develop efficient sourcing strategies through job portals, social media, employee referrals, ATS databases, networking, and alternate sourcing channels.
• Build proactive talent pipelines for critical and recurring positions.
• Continuously evaluate source effectiveness and improve hiring productivity.
• Reduce dependency on external agencies through strong direct sourcing initiatives.

4. Offer Management & Candidate Engagement

• Manage offer approvals, offer roll-out, and candidate communication.
• Conduct salary negotiations within approved compensation frameworks.
• Monitor offer acceptance ratios, drop rates, and joining conversions.
• Implement actions to improve candidate engagement and joining success.
• Identify, empanel, and manage recruitment partners in line with company policies.
• Monitor vendor performance against agreed SLAs, quality standards, and turnaround times.
• Negotiate commercials and optimize vendor utilization.
• Ensure governance, compliance, and performance reviews of recruitment partners.

6. Recruitment MIS & Reporting

• Maintain accurate recruitment MIS and dashboards.
• Track key recruitment metrics including:
• Time to Fill (TTF)
• Cost Per Hire
• Offer-to-Join Ratio
• Generate periodic reports and insights for HR leadership and business stakeholders.
• Analyze hiring trends and recommend process improvements.

7. Process Compliance & Governance

• Ensure compliance with recruitment policies, SOPs, audit requirements, and internal controls.
• Maintain proper recruitment documentation and records.
• Drive standardization and continuous improvement of recruitment processes.
• Identify risks, gaps, and opportunities to enhance recruitment effectiveness.

8. Recruitment Technology & Systems

• Drive effective utilization of ATS, Sense Platform, and SAP SuccessFactors.
• Ensure data accuracy, system hygiene, and reporting integrity.
• Support stakeholder training and adoption of recruitment technologies.
• Leverage analytics and automation to improve hiring outcomes.

Key Performance Indicators (KPIs)

• Hiring TAT Achievement
• Position Closure Rate
• Offer-to-Join Ratio
• Recruitment Budget Adherence
• Candidate Experience Metrics
• Recruitment Data Accuracy

Desired Experience

• 8-12 years of Talent Acquisition experience in Automotive, Auto Component, Manufacturing, Engineering, or Industrial organizations.
• Strong experience in hiring for Engineering, Manufacturing, Quality, Supply Chain, Operations, R&D, and Corporate functions.
• Proven expertise in recruitment budgeting, sourcing strategy, and vendor management.
• Experience managing recruitment MIS, dashboards, and HR analytics.
• Hands-on exposure to ATS platforms, SAP SuccessFactors, Sense AI sourcing tools, or similar technologies.
• Experience handling audits, recruitment governance, and policy compliance.