Talent Acquisition Manager

Durus Consulting; Hyderabad; On-site; INR 1,200,000 - 1,800,000; Full time

Job summary

Durus Consulting seeks an experienced Talent Acquisition leader to drive end-to-end recruitment for functional business units in a fast-paced, matrixed environment.

The role requires 8+ years in TA, with deep experience in BFSI/shared services, and a proven ability to influence senior stakeholders and deliver hiring outcomes. This position emphasizes strategic planning, market intelligence, and candidate experience.

Qualifications

• MBA/PGDM in HR or equivalent qualification required.
• 8+ years of Talent Acquisition experience.
• Experience in Finance, BFSI, Shared Services, GBS, or GCC environments.

Responsibilities

• Lead end-to-end recruitment life cycle from requisition to onboarding.
• Partner with business leaders to understand workforce plans and hiring priorities.
• Manage recruitment for mid to senior roles across Finance, Operations, Risk, Compliance, Technology, Analytics, Shared Services and Corporate Functions.
• Ensure achievement of hiring targets within timelines and quality parameters.
• Build strong talent pipelines for critical and niche skill requirements.

Skills

End-to-End Talent Acquisition

Strategic Workforce Planning

Talent Mapping

Employer Branding

Stakeholder Management

Recruitment Analytics

Executive Search

Vendor Management

Education

MBA / PGDM in HR or equivalent

Job description

Role Overview:

We are seeking an experienced and results-drivenTalent Acquisition professional to lead end-to-end recruitment for critical business functions within a fast-paced and highly matrixed organization. The incumbent will be responsible for driving strategic hiring initiatives, stakeholder management, talent market mapping, employer branding, and ensuring superior candidate experience across multiple business units. The ideal candidate will possess deep recruitment expertise withinBFSI, Financial Services, Shared Services, Global Business Services (GBS), or GCC environments, along with a strong ability to influence senior stakeholders and deliver hiring outcomes in a dynamic, growth-oriented setting.

Key Responsibilities

• Drive the end-to-end recruitment life cycle from requisition intake to onboarding.
• Partner with business leaders to understand workforce plans and hiring priorities.
• Manage recruitment for mid to senior-level positions across Finance, Operations, Risk, Compliance, Technology, Analytics, Shared Services, and Corporate Functions.
• Ensure achievement of hiring targets within defined timelines and quality parameters.
• Build strong talent pipelines for critical and niche skill requirements.

Strategic Partnering

• Act as a trusted advisor to business leaders and HR Business Partners.
• Translate business growth plans into effective talent acquisition strategies.
• Conduct workforce planning and talent market intelligence exercises.
• Provide consultative support on hiring trends, compensation benchmarking, and talent availability.

Stakeholder Management

• Collaborate with multiple stakeholders in a matrix structure across locations and business functions.
• Drive hiring governance reviews with leadership teams.
• Influence hiring managers toward data-driven hiring decisions.
• Manage relationships with recruitment partners, agencies, and search firms.

Talent Mapping & Market Intelligence

• Conduct industry research and competitor talent mapping.
• Develop proactive sourcing strategies for leadership and niche hiring.
• Analyze recruitment metrics and market trends to support business decision-making.
• Create talent pools for future workforce requirements.

Recruitment Process Excellence

• Ensure adherence to recruitment policies, compliance standards, and governance requirements.
• Drive continuous improvement initiatives to enhance hiring efficiency and candidate experience.
• Monitor key recruitment metrics including Time-to-Fill, Cost-per-Hire, Offer-to-Join Ratio, and Source Effectiveness.
• Leverage the ATS and recruitment technologies for process optimization.

Employer Branding

• Support employer branding initiatives across digital and social media platforms.
• Represent the organization at industry forums, networking events, and talent engagement activities.
• Promote a compelling Employee Value Proposition (EVP) to attract high-quality talent.

Team Leadership (For Manager Role)

• Mentor and guide recruiters within the Talent Acquisition team.
• Drive capability-building initiatives and recruitment best practices.
• Ensure team productivity, performance management, and development.

Required Qualifications

• MBA / PGDM in Human Resources or equivalent qualification.
• 8+years of experience in Talent Acquisition.
• Prior experience in Finance, BFSI, Financial Services, Shared Services, GBS, or GCC organizations.
• Proven experience handling volume, niche, and leadership hiring.
• Experience working within a complex matrix organizational structure.
• Strong understanding of recruitment technologies, ATS platforms, and sourcing channels.

Key Competencies

Functional Competencies

• End-to-End Talent Acquisition
• Strategic Workforce Planning
• Talent Mapping & Market Intelligence
• Employer Branding
• Stakeholder Management
• Recruitment Analytics & Reporting
• Executive Search and Niche Hiring
• Vendor Management

Behavioral Competencies

• Business Acumen
• Influencing & Negotiation
• Executive Presence
• Relationship Building
• Data-Driven Decision Making
• Problem Solving
• Agility & Adaptability
• High Ownership & Accountability

Success Measures

• Achievement of hiring targets and SLAs
• Quality of Hire
• Time-to-Fill and Cost Efficiency
• Offer Acceptance and Joining Ratios
• Stakeholder Satisfaction Scores
• Diversity Hiring Outcomes
• Talent Pipeline Strength
• Candidate Experience Metrics

What we are expecting:

A high-energy Talent Acquisition professional with a strong track record of recruiting within Finance/BFSI/Shared Services environments, capable of navigating complex stakeholder ecosystems, influencing senior leaders, and delivering talent outcomes in a high-growth, highly matrixed organization. The individual should bring a strategic mindset while remaining hands-on in execution, with the ability to operate effectively under demanding timelines and evolving business priorities.