Talent Acquisition Manager

MS Agarwal Foundries Pvt Ltd; Hyderabad; On-site; INR 3,000,000 - 6,000,000; Full time

Job summary

MS Agarwal Foundries Pvt Ltd in Hyderabad is seeking an experienced Talent Acquisition Manager to lead end-to-end recruitment for mid and senior-level roles across functions. You will drive recruitment excellence, build strong talent pipelines, and enhance stakeholder experience to support growth.

Responsibilities include managing the complete lifecycle from requisition to onboarding, partnering with hiring managers, delivering analytics and dashboards, and promoting diverse, inclusive hiring.

Qualifications

• 10-12 years of extensive experience in Talent Acquisition.
• Prior exposure to the manufacturing industry is preferred.
• Experience in factory hiring and leadership hiring will be an added advantage.
• Strong MIS reporting skills and ability to present dashboards and hiring metrics.
• Experience in monthly, quarterly, and annual hiring reports for leadership reviews.
• Ability to support MBR meetings with hiring progress and forecasts.

Responsibilities

• Manage the complete recruitment lifecycle from requisition gathering to onboarding.
• Partner with hiring managers to understand current and future talent requirements.
• Ensure adherence to recruitment SLAs and maintain analytics.
• Build and manage talent pipelines for critical positions.
• Drive diversity hiring initiatives and inclusive recruitment practices.
• Coach and mentor Talent Acquisition team members to meet objectives.

Skills

End-to-end recruitment

Stakeholder management

Recruitment analytics

SLA adherence

Talent pipeline development

Leadership hiring

Job description

We are looking for an experienced and dynamic Talent Acquisition Manager to lead end-to-end recruitment for mid and senior-level positions across multiple business functions. The ideal candidate will be responsible for driving recruitment excellence, building strong talent pipelines, enhancing stakeholder experience, and supporting the organization's growth strategy.

Key Responsibilities

• Manage the complete recruitment lifecycle from requisition gathering to candidate onboarding.
• Partner with hiring managers to understand current and future talent requirements.
• Ensure adherence to recruitment SLAs and maintain strong recruitment analytics and reporting.
• Build and manage talent pipelines for critical and niche positions.
• Drive candidate attraction, sourcing, assessment, selection, offer management, and joining conversions.
• Utilize diverse sourcing channels including LinkedIn, job portals, referrals, networking, and industry connections.
• Strengthen employer branding and position MSAF as an employer of choice.
• Deliver exceptional candidate and hiring manager experience throughout the hiring process.
• recruitment process improvements and implement innovative talent acquisition strategies.
• Coach and mentor Talent Acquisition team members to achieve business hiring objectives.
• Drive diversity hiring initiatives and promote inclusive recruitment practices.

Experience

• 10-12 years of extensive experience in Talent Acquisition.
• Prior exposure to the manufacturing industry is preferred.
• Experience in factory hiring and leadership hiring will be an added advantage.
• Strong expertise in end-to-end Talent Acquisition and workforce planning.
• Proven experience in hiring for mid, senior, and leadership-level positions.
• Strong MIS reporting skills with the ability to prepare, analyze, and present recruitment dashboards, hiring metrics, SLA reports, and talent acquisition analytics.
• Expertise in maintaining recruitment trackers and ensuring data accuracy for management reviews and decision-making.
• Experience in preparing monthly, quarterly, and annual hiring reports for leadership reviews and business meetings.
• Ability to support Monthly Business Review (MBR) meetings by presenting hiring progress, recruitment trends, vacancy status, source mix, diversity metrics, and hiring forecasts.Strong stakeholder management skills with the ability to collaborate effectively with business leaders, hiring managers, and cross-functional teams.
• Proficiency in recruitment analytics, turnaround time (TAT) monitoring, source effectiveness analysis, and hiring conversion tracking.