Sr. Executive HR

Vashi Integrated Solutions; Hinoba-an; On-site; PHP 670,000 - 1,004,000; Full time

Job summary

Vashi Integrated Solutions is seeking an experienced recruiter to own the full recruitment lifecycle for multiple positions across functions. You will drive bulk hiring drives, build strong pipelines, and collaborate closely with hiring managers to define and fill roles efficiently.

The role requires hands-on recruitment expertise, strong sourcing skills, and a proven ability to close niche and high-volume postings while maintaining TAT and candidate experience.

Qualifications

• 5–8 years of hands-on recruitment experience, no generalist/HR-operations background.
• Proven track record in high-volume bulk hiring and closing roles across locations/functions.
• Experience recruiting for industries like industrial, B2B distribution, retail, or manufacturing is preferred.

Responsibilities

• Own end-to-end recruitment lifecycle from intake to closure for multiple roles.
• Plan and execute high-volume bulk hiring drives (walk-ins, campus drives).
• Build and maintain a warm pipeline of candidates for recurring roles.
• Manage stakeholder expectations and keep requisitions on TAT.
• Negotiate offers and manage closures to maximize acceptances.

Skills

Portal mastery

Stakeholder management

TAT discipline

Volume handling

Negotiation

Communication

ATS/Excel

Education

Bachelor's degree in any discipline

MBA/PGDM – HR (advantage)

Tools

ATS

MS Excel

Boolean/X-ray search tools

Job description

• End-to-End Recruitment: Own the complete recruitment lifecycle — requisition intake, sourcing, screening, interview coordination, offer negotiation, and closure — for a high volume of concurrent open positions.
• Bulk Hiring: Plan and execute large-volume hiring drives (walk-ins, hiring days, campus-linked bulk drives) for roles such as sales, service/technical, warehouse, and support functions.
• Lateral Hiring: Independently manage niche and mid-to-senior lateral positions requiring targeted, precision sourcing across specialised skill sets.
• Multi-Requisition Management: Simultaneously manage a large, diverse requisition load across multiple functions and locations without losing pace or quality on any single role.
• TAT Ownership: Track every open position against its TAT, proactively flag risks, and course-correct sourcing strategy to keep every requisition on schedule.

2 Sourcing & Job Portal Expertise

• Portal Mastery: Expert-level, hands-on working knowledge of all major job portals and sourcing platforms (Naukri, LinkedIn Recruiter, IIM Jobs, Indeed, Foundit, referral platforms, etc.), including advanced/Boolean search techniques.
• Channel Optimisation: Continuously evaluate and optimise the sourcing-channel mix (portals, referrals, consultants, campus, social media) for cost and speed.
• Pipeline Building: Proactively build and maintain a warm pipeline of active and passive candidates for recurring and hard-to-fill roles, so positions can be filled faster than a cold start.
• Employer Branding: Represent Vashi professionally to candidates at every touchpoint, ensuring a strong candidate experience that supports the employer brand.

3 Stakeholder Management

• Hiring Manager Partnership: Build strong, trusted working relationships with hiring managers and functional leaders across the business; understand role nuances beyond the JD.
• Requirement Definition: Proactively challenge vague or unrealistic requirements, guide hiring managers toward a hireable, market-aligned candidate profile.
• Expectation Management: Set clear timelines and expectations with stakeholders on every requisition; communicate proactively on progress, roadblocks, and trade-offs.
• Influence Without Authority: Confidently push back on interview delays or scope creep, and drive hiring managers toward timely decisions to protect TAT.

4 Offer Management & Closure

• Negotiation: Lead compensation discussions within approved bands; manage counter-offers and competing offers to maximise offer-acceptance rates.
• Candidate Closure: Own the candidate relationship through to joining — proactive follow-ups, pre-boarding engagement, and offer-drop mitigation.
• Documentation & ATS: Maintain clean, current requisition and candidate data in the ATS; ensure hiring documentation meets internal audit standards.
• Metrics Ownership: Track and report TAT, cost-per-hire, source-mix effectiveness, and offer-to-joining ratio across the requisition portfolio.
• Process Improvement: Identify recurring bottlenecks in the hiring funnel and recommend process or sourcing changes to improve speed and quality.

REQUIRED EXPERIENCE

• Recruitment Depth: 5–8 years of experience in recruitment, with 100% of that experience in hands‑on hiring — no generalist/HR‑operations background required.
• Bulk Hiring: Proven track record of running high-volume bulk hiring drives with strong closure rates.
• Lateral Hiring: Demonstrated success independently closing niche and mid/senior lateral positions across multiple functions.
• Multi-Tasking at Scale: Experience managing a large, concurrent requisition load (20+ open positions at a time) across locations/functions.
• Industry Background: Experience recruiting for industrial, B2B distribution, retail, manufacturing, or a similarly sales/operations-heavy environment is strongly preferred.

MUST-HAVE SKILLS

• Job Portal Expertise: Deep, current, hands‑on expertise across all major job portals and sourcing tools, including advanced Boolean/X-ray search.
• Stakeholder Management: Strong, confident stakeholder-management skills — able to influence, negotiate, and drive hiring managers toward timely decisions.
• TAT Discipline: Proven ability to consistently work within and protect tight TATs across multiple simultaneous hiring needs.
• Volume Handling: Strong organisational skills to manage a high, diverse requisition load without dropping quality.
• Negotiation: Skilled at offer negotiation and closing candidates against competing offers.
• Communication: Excellent verbal and written communication; confident engaging candidates and stakeholders at all levels.
• ATS/Systems: Comfortable working within an ATS and MS Excel for pipeline tracking and reporting.

PREFERRED QUALIFICATIONS

• Education: Bachelor's degree in any discipline; a postgraduate degree/diploma in HR (MBA/PGDM – HR) is an advantage.
• Certifications: Certification in Talent Acquisition / Recruitment (e.g. LinkedIn Certified Recruiter, AIRS/similar) is a plus.
• Prior Employer Type: Background in a staffing/RPO firm or an in-house recruitment team handling high-volume hiring is a strong differentiator.