Talent Acquisition Manager

Jyoti CNC Automation; Gujarat; Presencial; INR 1.500.000 - 2.400.000; Jornada completa

Descripción de la vacante

Jyoti CNC Automation in Gujarat is seeking an experienced Recruitment Manager to lead talent acquisition for manufacturing and engineering operations. You will develop recruitment strategies, manage end-to-end hiring, build talent pipelines, and ensure timely closure of technical, managerial, and support roles.

The ideal candidate has strong experience in manufacturing or engineering recruitment, excellent stakeholder management, and the ability to attract high-quality talent in a competitive

Formación

• MBA/PGDM in Human Resources preferred.
• Typically 8 to 12 years of recruitment experience, including team leadership or managerial responsibility.
• Experience in engineering or manufacturing organizations preferred.

Responsabilidades

• Develop and implement recruitment strategies aligned with business objectives and workforce requirements.
• Partner with business heads, functional leaders, and hiring managers to understand manpower needs.
• Oversee end-to-end recruitment lifecycle: sourcing, screening, interviews, offers, onboarding.
• Manage recruitment agencies, cost effectiveness, and channel mix (Naukri, LinkedIn, referrals, job fairs).
• Lead, mentor, and develop talent acquisition team; monitor performance and hiring bottlenecks.
• Track KPIs, provide MIS/dashboards, and continuously improve recruitment processes.

Conocimientos

End-to-end recruitment

Talent acquisition strategy

Manufacturing/engineering recruitment

Sourcing via Naukri/LinkedIn

Stakeholder management

Team leadership

MS Excel / recruitment MIS

Campus hiring

Educación

MBA/PGDM in Human Resources

Herramientas

Naukri

LinkedIn

Descripción del empleo

Job Summary

We are looking for an experienced and result-oriented Recruitment Manager to lead talent acquisition activities for our manufacturing and engineering operations. The role will be responsible for developing recruitment strategies, managing end-to-end hiring, building talent pipelines, and ensuring the timely closure of positions across technical, managerial, and support functions. The ideal candidate should have strong experience in manufacturing or engineering recruitment, excellent stakeholder management skills, and the ability to attract high-quality talent in a competitive industrial environment.

Key Responsibilities

1. Talent Acquisition Strategy

• Develop and implement recruitment strategies aligned with business objectives and workforce requirements.
• Partner with business heads, functional leaders, and hiring managers to understand current and future manpower needs.
• Prepare annual and periodic recruitment plans based on approved manpower budgets.
• Establish recruitment timelines, hiring priorities, and performance metrics to ensure timely closure of vacancies.
• Develop talent pipelines for critical and recurring positions across the organization.

2. Manufacturing and Technical Recruitment

• Lead recruitment for engineering, manufacturing, production, quality, R&D, design, service, and corporate functions.
• Drive hiring for key technical profiles such as CNC machine tool design, mechanical and electrical engineering, CNC applications, automation, commissioning, service engineering, and manufacturing operations.
• Manage recruitment for shop-floor technicians, operators, supervisors, engineers, managers, and leadership positions.
• Build talent networks across manufacturing companies, engineering organizations, industrial clusters, and relevant talent markets.
• Understand technical job requirements and assess candidate suitability in coordination with respective functional teams.

3. End-to-End Recruitment Management

• Oversee the complete recruitment lifecycle, including sourcing, screening, interviews, salary discussions, offer management, and onboarding coordination.
• Leverage Naukri, LinkedIn, employee referrals, consultants, job fairs, campus recruitment, and other sourcing channels.
• Manage recruitment agencies and consultants, ensuring service quality and cost effectiveness.
• Monitor offer acceptance, candidate dropouts, joining ratios, and early attrition to improve hiring outcomes.
• Ensure a positive candidate experience throughout the recruitment process.

4. Stakeholder and Team Management

• Lead, mentor, and develop the talent acquisition team to achieve hiring targets.
• Allocate recruitment mandates and monitor individual and team performance.
• Conduct regular reviews with hiring managers on vacancy status, interview feedback, and hiring bottlenecks.
• Establish clear accountability for recruitment turnaround time and position closure.
• Build strong working relationships with business leaders and HR business partners.

5. Recruitment Analytics and Cost Management

• Track and report recruitment KPIs, including time-to-fill, cost-per-hire, offer-to-joining ratio, source effectiveness, and vacancy ageing.
• Prepare recruitment MIS, dashboards, and periodic management reports.
• Evaluate the effectiveness of recruitment channels and implement process improvements.
• Maintain accurate recruitment documentation and ensure compliance with applicable company policies.

6. Campus Hiring and Employer Branding

• Develop campus recruitment strategies for engineering institutes, diploma colleges, ITIs, and relevant management institutes.
• Build relationships with academic institutions to support entry-level engineering and shop-floor hiring.
• Strengthen employer branding initiatives to attract technical and managerial talent.
• Support recruitment drives, walk-in interviews, job fairs, and other talent acquisition initiatives.

Required Skills and Competencies

• Strong expertise in end-to-end recruitment and talent acquisition strategy.
• Proven experience in manufacturing, engineering, industrial automation, automotive, capital goods, or machine tool industries.
• Good understanding of technical and shop-floor recruitment requirements.
• Strong sourcing and networking capabilities, particularly through Naukri and LinkedIn.
• Excellent stakeholder management, negotiation, and communication skills.
• Team leadership, planning, and execution capabilities.
• Strong analytical skills with proficiency in MS Excel and recruitment MIS.
• Ability to manage multiple hiring requirements in a fast-paced manufacturing environment.

Educational Qualification and Experience

• MBA/PGDM in Human Resources preferred.
• Typically, 8 to 12 years of overall recruitment experience, including team leadership or managerial responsibility.
• Prior experience managing large-scale or multi-functional recruitment mandates.
• Experience in engineering or manufacturing organizations will be strongly preferred.

Key Performance Indicators (KPIs)

• Timely closure of approved vacancies & Achievement of recruitment targets & manpower plans.
• Reduction in time-to-fill and recruitment costs.
• Offer acceptance and candidate joining ratios.
• Quality of hire and retention of new employees.
• Effectiveness of recruitment channels and consultants.
• Campus hiring effectiveness and development of talent pipelines.