Talent Acquisition Manager

Anson Fincorp; Ernakulam; On-site; INR 900,000 - 1,500,000; Full time

Job summary

Anson Fincorp in Kerala seeks an Assistant Manager – Talent Acquisition to lead manpower planning, design recruitment strategies, and manage end-to-end hiring across branches. You will coordinate with regional leaders, supervise the TA team, and ensure timely vacancies closure.

The role emphasizes candidate sourcing through portals, referrals, campus drives, and campus-to-career initiatives; you will oversee interviews, salary negotiations, onboarding, and recruitment MIS, while ensuring

Qualifications

• Experience in manpower planning and coordinating with leadership.
• Proven ability to design and implement recruitment strategies.
• End-to-end recruitment management from posting to offer.
• Strong team leadership and target-driven performance.
• Expertise in candidate sourcing through portals, referrals, campus drives.
• Experience coordinating interviews with multiple stakeholders.
• Experience in bulk hiring and campus drives.
• Ability to track metrics like time-to-fill and cost-per-hire.
• Excellent stakeholder management and communication.
• Salary negotiation and offer management experience.
• Onboarding coordination and joining formalities.
• Run employee referral programs and campus-to-career initiatives.
• Prepare recruitment MIS and periodic dashboards.
• Budget control and vendor channel optimization.
• Employer branding and candidate engagement initiatives.
• Background verification coordination.
• Process improvements to reduce hiring time.
• Ensure compliance with policies and laws.

Responsibilities

• Coordinate manpower requirements across branches with leadership.
• Develop and implement recruitment strategies to meet hiring needs on time.
• Manage end-to-end recruitment from posting to offer rollout.
• Supervise TA team and monitor performance to close vacancies.
• Identify candidates via portals, referrals, social media, campus drives.
• Coordinate interviews with hiring managers and heads for timely decisions.
• Plan walk-ins, campus drives, and job fairs for bulk hiring.
• Monitor metrics like time-to-hire, vacancy closure, and cost per hire.
• Maintain communication with managers on vacancy status and schedules.
• Align salary negotiations with budgets and manage offers.
• Coordinate pre-joining formalities and onboarding.
• Promote employee referral initiatives to improve sourcing.
• Build campus-to-career pipelines with colleges.
• Prepare recruitment MIS and dashboards for management.
• Control recruitment budgeting and channel usage.
• Promote employer branding through ads and campaigns.
• Coordinate background verification and document checks.
• Identify bottlenecks and improve screening processes.
• Ensure compliance with policies and employment laws.
• Report to HR Head and senior management on recruitment plans.

Skills

Manpower Planning

Recruitment Strategy

End-to-End Recruitment

Team Management

Sourcing Channels

Interview Coordination

Campus Recruitment

Bulk Hiring

Negotiation Skills

Onboarding Coordination

Stakeholder Management

Employer Branding

MS Excel / MIS

Tools

ATS/HRIS

MS Office

LinkedIn Recruiter

Job description

Key Responsibilities Assistant Manager – Talent Acquisition

1. Manpower Planning: Coordinate with Regional Heads, Area Managers, Branch Managers, and HODs to identify manpower requirements across branches and departments.

2. Recruitment Strategy: Develop and implement effective recruitment strategies to meet the organization’s hiring requirements within the stipulated timelines.

3. End-to-End Recruitment: Manage the complete recruitment cycle, including job posting, candidate sourcing, screening, interview coordination, selection, salary negotiation, and offer rollout.

4. Team Management: Supervise and guide the Talent Acquisition team, allocate recruitment targets, monitor individual performance, and ensure timely closure of vacancies.

5. Candidate Sourcing: Identify suitable candidates through job portals, employee referrals, social media, walk-in interviews, campus recruitment, and other recruitment channels.

6. Interview Coordination: Coordinate with hiring managers and department heads to schedule interviews, obtain feedback, and facilitate timely selection decisions.

7. Bulk Hiring and Recruitment Drives: Plan and execute walk-in interviews, campus recruitment drives, job fairs, and other hiring campaigns to meet large-scale manpower requirements.

8. Recruitment Target Achievement: Monitor recruitment metrics, including vacancy closure rates, time-to-hire, joining ratios, offer acceptance rates, and recruitment costs.

9. Stakeholder Coordination: Maintain effective communication with hiring managers and regional teams regarding vacancy status, candidate availability, recruitment progress, and joining schedules.

10. Salary Negotiation and Offer Management: Ensure salary expectations are aligned with approved budgets, coordinate salary approvals, and manage offer communication and follow-ups until joining.

11. Joining and Onboarding Coordination: Ensure selected candidates complete pre-joining formalities, submit the required documents, and report for duty as scheduled. Coordinate with HR Operations for smooth onboarding.

12. Employee Referral Programme: Implement and monitor employee referral initiatives to improve candidate sourcing and recruitment efficiency.

13. Campus-to-Career Initiatives: Build relationships with colleges and educational institutions to identify fresh talent and develop a sustainable entry-level talent pipeline.

14. Recruitment MIS and Reporting: Prepare and maintain recruitment reports, vacancy trackers, interview status reports, joining reports, and periodic performance dashboards for management review.

15. Recruitment Budget and Cost Control: Monitor recruitment expenditure and ensure optimal utilization of recruitment channels and resources.

16. Employer Branding: Promote the organization as an employer of choice through professional job advertisements, recruitment campaigns, social media, and candidate engagement initiatives.

17. Background Verification and Documentation: Coordinate candidate background verification, reference checks, and verification of employment and educational documents in line with company policy.

18. Process Improvement: Identify recruitment bottlenecks, improve sourcing and screening methods, and implement measures to reduce hiring turnaround time and improve candidate quality.

19. Policy Compliance: Ensure recruitment activities comply with company policies, approved manpower budgets, documentation requirements, and applicable employment laws.

20. Management Reporting and Review: Provide regular updates to the HR Head and senior management on manpower gaps, recruitment performance, hiring challenges, and future recruitment plans.

Key Performance Indicators (KPIs)

• Achievement of monthly and quarterly recruitment targets.
• Average time taken to fill vacancies.
• Candidate joining ratio against offers released.
• Quality of hires and hiring manager satisfaction.
• Recruitment cost per hire.
• Recruitment team productivity.
• Reduction in pending and ageing vacancies.
• Effectiveness of employee referrals and campus recruitment.
• Accuracy and timeliness of recruitment MIS.
• Candidate retention during the initial employment period.