Manager – Talent Acquisition

7 days ago

Mumbai, India Welspun One Project Services LLP Full time

The Manager – Talent Acquisition will be responsible for end-to-end recruitment, including sourcing, screening, and engaging top talent in a competitive market. This role demands strong collaboration with hiring managers and stakeholders, strategic pipeline development, and proactive employer brand promotion. As a key driver of workforce planning, the incumbent will ensure Welspun One continues to attract and onboard high-caliber professionals aligned with business goals and culture.

Educational Qualifications & Experience: -

  • 1. Education: Bachelor's degree in Human Resources, Business Administration, or related field (MBA preferred)
  • 2. Experience: 4-6 years in talent acquisition, preferably in construction, asset management, or warehousing sectors, with exposure to both corporate and consulting environments
  • 3. Technical Skills: Strong proficiency in ATS systems, sourcing tools, and recruitment analytics

Key Responsibilities: -

  • 1. Collaboration with Hiring Managers:
    Partner with business leaders to understand manpower requirements, design recruitment strategies, and provide regular progress updates.
  • 2. Strategic Sourcing:
    Leverage multiple channels such as job portals, professional networks, social media, and recruitment partners to identify and attract top talent. Build and maintain a robust talent pipeline for current and future needs.
  • 3. Candidate Assessment:
    Screen resumes, conduct preliminary interviews, and evaluate candidates' technical, behavioral, and cultural fit. Work with hiring managers to refine interview tools and evaluation frameworks.
  • 4. Full Recruitment Cycle Management:
    Manage the end-to-end recruitment process—from interview coordination to reference checks and offer negotiations—while ensuring a seamless candidate experience.
  • 5. Employer Branding:
    Represent Welspun One as an employer of choice by promoting its values, growth opportunities, and inclusive work culture.
  • 6. Data & Reporting:
    Maintain accurate records in the Applicant Tracking System (ATS), generate recruitment analytics, and use data insights to drive hiring effectiveness.
  • 7. External Partnerships:
    Build and manage strong relationships with recruitment agencies, consultants, and job boards. Evaluate their performance to ensure alignment with organizational goals.
  • 8. Continuous Improvement:
    Stay updated on market trends, best practices, and emerging recruitment technologies. Implement innovative strategies to enhance recruitment effectiveness and employer brand positioning.

Performance Indicators: -

    1. Timely fulfillment of hiring mandates vs. demand
    1. Cost per hire and sourcing channel effectiveness
    1. Percentage of direct vs. agency-based hiring
    1. Candidate experience (measured through onboarding and NPS scores)
    1. Adoption and effectiveness of recruitment tools (e.g., RCM, ATS)
    1. Hiring manager and HR leadership feedback ratings

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