Talent Acquisition Manager

Amartex Group; Panchkula; On-site; INR 600,000 - 1,000,000; Full time

Job summary

Amartex Group in Panchkula, Haryana, seeks an experienced Talent Acquisition professional to build and maintain ready pipelines for critical and recurring positions across stores, warehouses and corporate functions. You will source through portals, LinkedIn, referrals and campus drives, and coordinate with department heads on hiring plans.

Responsibilities include end-to-end recruitment, interview coordination, offers and joining, onboarding, and maintaining an audit-ready recruitment tracker.

Qualifications

• Experience in end-to-end recruitment across multiple functions.
• Ability to build and manage talent pipelines.
• Strong screening and interviewing skills using structured formats.

Responsibilities

• Build and maintain ready talent pipelines for critical and recurring positions.
• Coordinate with department heads to understand manpower needs and hiring plans.
• Ensure recruitment is completed within defined TAT and maintain vacancy ageing.
• Lead salary discussions within approved structures and manage offers.
• Maintain audit-ready recruitment records and onboarding documentation.
• Improve employer branding to attract retail and corporate talent.

Skills

Talent Acquisition

Stakeholder Management

Sourcing & Pipeline

Interviewing & Assessment

Tools

LinkedIn Recruiter

Naukri

ATS/HRIS

Job description

Key Responsibilities

1. Talent Acquisition & Pipeline Management

• Build and maintain ready talent pipelines for critical and recurring positions.
• Develop sourcing channels through job portals, LinkedIn, employee referrals, consultants, campus hiring and local recruitment drives.
• Create talent pools in advance for new store openings and business expansion.
• Maintain a database of pre-screened and suitable candidates.

Manpower Planning & Recruitment Coordination

• Coordinate with department heads to understand manpower requirements and prepare hiring plans.
• Track manpower requisitions, approvals, vacancies and budgeted headcount.
• Maintain an updated recruitment tracker for all open positions.
• Ensure recruitment priorities are aligned with business requirements.

Hiring TAT & Position Closure

• Ensure positions are closed within defined recruitment TAT.
• Monitor vacancy ageing and take proactive action on delayed positions.
• Coordinate interviews, candidate feedback, selection, offer release and joining.
• Follow up regularly with stakeholders to ensure timely closure of vacancies.

Quality Hiring & Candidate Assessment

• Ensure structured screening and selection using standard evaluation formats and assessments.
• Ensure hiring is aligned with approved JDs, role requirements and selection criteria.
• Assess candidates for skills, experience, role suitability and cultural fit.
• Focus on reducing early attrition through effective candidate selection.

Offer Management & Candidate Joining

• Conduct salary discussions and negotiations within approved salary structures and budgets.
• Coordinate offer preparation and release.
• Maintain regular engagement with selected candidates to minimise offer dropouts.
• Ensure smooth coordination between selection, documentation and joining.

Recruitment Documentation & Joining Formalities

• Manage recruitment documentation for selected candidates across stores, warehouses and corporate functions.
• Ensure offer and appointment letters contain accurate designation, grade, CTC structure and employment terms.
• Collect and verify required joining documents as per company policy.
• Coordinate background verification and reference checks.
• Ensure completion of joining forms, declarations, NDA and policy acknowledgements.
• Maintain complete and audit-ready physical and digital employee records.
• Track pending documents and ensure timely closure.
• Coordinate proper handover of completed documentation to HR Operations for onboarding and payroll.

Recruitment Cost & Consultant Management

• Optimise recruitment cost through effective utilisation of direct and agency sourcing.
• Manage recruitment consultants, job portals and other hiring partners.
• Monitor consultant performance, hiring results and ROI.
• Negotiate commercial terms and recruitment fees wherever applicable.

Employer Branding & Candidate Experience

• Strengthen the company's employer brand to attract quality retail, supply chain and corporate talent.
• Ensure professional, timely and consistent communication with candidates throughout the recruitment process.
• Collect candidate and new-joiner feedback and identify areas for improvement.
• Promote a positive candidate experience from sourcing to joining.

Recruitment MIS & Reporting

• Prepare and share weekly and monthly recruitment MIS with management.
• Track vacancies, hiring TAT, source effectiveness, offer-to-joining ratio, ageing and recruitment cost.
• Maintain accurate and updated recruitment data in the ATS / recruitment tracker.
• Analyse recruitment trends and highlight key concerns and action areas to management.

Recruitment Team Management

• Lead, guide and monitor the recruitment team and regional recruiters.
• Allocate recruitment requirements and ensure proper follow-up on assigned vacancies.
• Monitor individual recruiter performance against hiring targets and TAT.
• Conduct regular reviews and provide guidance to improve recruitment productivity and closure rates.