Asst. Manager - Talent Acquisition

BU : Human Resources – Talent Acquisition
Job Role : Assistant Manager – Talent Acquisition
Reports to (Job – Role) : Talent Acquisition Manager / HR Business Partner
Reportee (Job – Role) : Talent Acquisition Executives / Coordinators
Minimum Qualification : MBA / PGDM in Human Resources or related discipline
Experience : 5–8 years (Must have experience in end?to?end recruitment, preferably in Engineering / EPC / Renewable Energy sectors)

As Assistant Manager – Talent Acquisition, the person shall be responsible for managing and executing the full recruitment lifecycle for technical and non?technical positions across the organization. She / He shall ensure timely sourcing, screening, assessment, and onboarding of high?quality talent aligned to business needs. The role requires strong stakeholder management, market understanding, and the ability to drive recruitment strategies, employer branding initiatives, and process improvements.
She / He shall support the Talent Acquisition Manager in planning manpower requirements, optimizing recruitment costs, enhancing candidate experience, and ensuring adherence to organizational policies and timelines. The Assistant Manager shall lead a small team of TA executives and coordinate closely with business units, HR operations, and external partners.

• Ensure timely closure of positions as per approved manpower plan
• Manage end?to?end recruitment cycle: sourcing, screening, interviews, selection, offer negotiation, and onboarding
• Develop sourcing strategies using job portals, social media, employee referrals, and recruitment partners
• Conduct preliminary HR screening and evaluate candidates for cultural and role fit
• Coordinate with hiring managers for interview scheduling, feedback, and selection decisions
• Maintain recruitment dashboards, MIS, and weekly hiring status reports
• Ensure compliance with internal hiring processes and documentation requirements
• Manage vendor relationships and evaluate performance of recruitment agencies
• Support employer branding initiatives, campus hiring, and talent pipeline development
• Conduct reference checks, salary fitment analysis, and offer rollouts
• Ensure smooth onboarding experience in coordination with HR Operations
• Track recruitment metrics such as TAT, cost per hire, source effectiveness, and quality of hire
• Drive digitalization and process improvements within the TA function
• Train and guide TA executives and coordinators
• Maintain candidate database and ensure data accuracy in HR systems
• Support internal mobility and succession planning initiatives
• Ensure adherence to diversity hiring goals and organizational values

The Assistant Manager – Talent Acquisition is required to have strong knowledge of recruitment processes, sourcing methodologies, and assessment techniques.
She / He should have:
• Understanding of manpower planning, job evaluation, and competency?based hiring
• Experience in hiring for engineering, EPC, renewable energy, or technical roles (preferred)
• Knowledge of HR systems, ATS platforms, and recruitment analytics
• Ability to interpret job descriptions and align sourcing strategies accordingly
• Awareness of compensation benchmarking and market hiring trends
• Understanding of statutory and compliance requirements related to hiring

Internally: Talent Acquisition Manager, HR Business Partners, Business Unit Heads, Department Managers, HR Operations Team, Finance & Admin Teams
Externally: Recruitment Agencies, Job Portals, Candidates, Campus Institutions, Background Verification Partners

• On?Time Hiring Delivery
• Quality of Hire
• Recruitment Cost Optimization
• Candidate Experience
• Digitalization & Process Efficiency
• Stakeholder Satisfaction
• Talent Pipeline Development
• Diversity Hiring
• Adherence to TAT and SLA
• Employer Branding Initiatives

General awareness of MS Office, HRMS / ATS platforms, and job portal tools.
Desirable awareness of LinkedIn Recruiter, Power BI, and digital sourcing tools.

• Market Insight
o Understanding talent trends
o Leveraging sourcing opportunities

• Customer at the Core
o Strong stakeholder management
o Anticipating hiring needs
o Candidate?centric approach

• Disruptive Innovation
o Challenge traditional hiring methods
o Implement innovative sourcing solutions
o Take calculated risks

• Collaborate and Influence
o Work effectively with internal teams
o Build strong external partnerships