Talent Acquisition Manager

Lloyds Metals & Energy Limited; Ghugus; Presencial; INR 1.800.000 - 2.800.000; Jornada completa

Descripción de la vacante

Lloyds Metals & Energy Limited in Ghugus, Chandrapur, Maharashtra, India, seeks a Talent Acquisition Manager to lead end-to-end recruitment and onboarding for the organization.

You will manage a team of 5 TA Specialists, shape multi-channel sourcing, and partner with leadership to forecast headcount and optimize processes.

The role emphasizes data-driven decision making, ATS optimization, and vendor management to attract top talent.

Formación

• MBA/PGDM in Human Resources.
• 8 to 14 years of total talent acquisition experience, with 2–3 years in a team lead or managerial capacity.

Responsabilidades

• Lead, mentor, and evaluate a team of 5 Talent Acquisition Specialists, setting targets and hiring priorities.
• Distribute workloads based on capacity and role priorities.
• Drive recruitment excellence with standardized screening and interviewing practices.
• Monitor TA operations to maintain hiring velocity and service quality.
• Collaborate with hiring managers to forecast headcount and workforce requirements.
• Formulate multi-channel sourcing strategies using portals, executive search, social recruiting, campus drives, and referrals.
• Manage end-to-end recruitment lifecycle from job profiles to offers and closures.
• Drive employer branding to position the company as an employer of choice.
• Oversee onboarding processes to minimize drop-offs and ensure smooth candidate transition.
• Manage relationships with agencies, budget, and tool licenses.

Conocimientos

Leadership

Team management

Strategic sourcing

Analytics & dashboards

Educación

MBA/PGDM in HR

Descripción del empleo

Job Title: Talent Acquisition Manager Department: Human Resources Reports To: Head of HR Location: Ghugus, Chandrapur, Maharashtra

Position Summary: The Talent Acquisition Manager will lead and direct the end-to-end recruitment strategies and onboarding processes across the organization. Managing a team of 5 TA Specialists, the Manager will be responsible for building strategic talent pipelines, optimizing talent acquisition processes, managing recruitment channels, and ensuring a seamless, high-quality candidate onboarding experience. This role requires a balance of strategic workforce planning, data-driven recruitment, and operational leadership.

Key Responsibilities:

Team Leadership & Operations Management

• Lead, mentor, and evaluate a team of 5 Talent Acquisition Specialists, setting clear individual targets, metrics, and hiring priorities.
• Distribute requisition workloads strategically based on team capacity, domain expertise, and role priorities.
• Drive recruitment excellence, standardizing screening processes, candidate evaluation frameworks, and interviewing best practices.
• Monitor and optimize daily TA operations to ensure consistent hiring velocity and service quality across departments.

End-to-End Talent Acquisition Strategy

• Collaborate with hiring managers, department leads, and senior leadership to understand headcount demand and workforce requirements.
• Formulate and execute multi-channel sourcing strategies using job portals, executive search, social recruiting, campus drives, and employee referrals.
• Manage the end-to-end recruitment lifecycle from job profile formulation to offer negotiation and candidate closing.
• Drive employer branding initiatives to position the company as an employer of choice in target industries.

Onboarding & Candidate Experience

• Oversee the end-to-end pre-onboarding and post-offer engagement process to minimize drop-outs and offer decline rates.
• Design, continuously improve, and execute structured 30-60-90 day onboarding frameworks in collaboration with HR Business Partners and business teams.
• Ensure new hires experience a smooth transition into the organization, covering compliance documentation, orientation, and functional alignment.
• Track candidate feedback and onboarding satisfaction scores to refine the overall candidate experience.

Vendor & Stakeholder Management

• Manage relationships, service level agreements (SLAs), and performance evaluations for external recruitment agencies, executive search firms, and job boards.
• Partner with finance and HR operations to manage the talent acquisition budget, cost per hire, and recruitment tool licenses.
• Act as a trusted talent advisor to business leaders, presenting market intelligence, talent availability insights, and compensation benchmarks.

HR Technology & Analytics

• Maintain and optimize the Applicant Tracking System (ATS) and HR databases for accurate reporting and pipeline tracking.
• Analyze recruitment metrics (Time-to-Hire, Cost-per-Hire, Source Efficiency, Offer Acceptance Rate, First-Year Retention) to drive data-led hiring decisions.
• Prepare periodic dashboard reports for HR leadership and executive management on recruitment funnel progress and hiring forecasts.

Key Performance Indicators (KPIs):

• Hiring Efficiency: Adhere to agreed SLA timelines for Time-to-Fill and Time-to-Hire across junior, mid, and leadership roles.
• Offer Closing: Achieve an offer acceptance rate greater than 85%.
• Onboarding & Retention: Maintain post-offer drop-off under 10% and achieve a candidate satisfaction score greater than 90%.
• Cost & Sourcing Optimization: Achieve over 75% hires through direct channels including referrals, direct sourcing, and job boards.
• Team Management: Ensure 100% adherence to ATS workflows and team KPI achievement.

Candidate Profile & Qualification Requirements:

• Education: MBA or PGDM in Human Resources.
• Experience: 8 to 14 years of total talent acquisition experience, with at least 2 to 3 years in a team lead or managerial capacity managing a recruitment team.
• Technical Competencies: Hands-on expertise with ATS platforms and modern sourcing tools, in-depth experience in end-to-end recruitment lifecycle and structured onboarding frameworks, and strong command over talent acquisition metrics, reporting dashboards, and workforce analytics.
• Soft Skills & Competencies: Proven leadership and team development capability, strong negotiation, stakeholder management, and communication skills, with a data-driven approach to problem‑solving and process optimization.