▷ [High Salary] Talent Acquisition Manager
2 weeks ago
Key Responsibilities
1. Hiring & Talent Acquisition
- Own end-to-end hiring for business and tech roles, ensuring speed and quality of hires.
- Partner with founders and managers to define role requirements and workforce planning.
- Build strong talent pipelines through active sourcing, referrals, and employer branding.
- Drive a structured candidate experience that reflects Zocket’s values and culture.
2. Employee Lifecycle & People Partnering
- Partner with founders and leadership to align people initiatives with business priorities and growth plans.
- Translate leadership direction into clear, actionable HR programs and ensure smooth execution across teams.
- Serve as a bridge between employees and leadership, fostering transparent two-way communication.
- Drive the entire employee lifecycle — from onboarding and engagement to performance management and career development.
- Manage performance review cycles, OKRs, and career conversations in alignment with leadership expectations.
- Coach managers and employees on feedback, growth, conflict resolution, and alignment within teams.
- Support leadership in identifying and nurturing high-potential talent to build future leadership pipelines.
3. Culture & Engagement
- Design and execute culture initiatives that strengthen employee experience and retention.
- Run employee engagement surveys, listening mechanisms, and action planning.
- Drive employer branding campaigns (internal & external) to position Zocket as a great place to work.
4. HR Operations & Compliance
- Oversee end-to-end employee lifecycle: onboarding, policies, payroll inputs, exits.
- Ensure compliance with labor laws, HR policies, and internal processes.
- Maintain accurate HRIS and documentation for audits and governance.
Requirements
- 5–7 years of total professional experience
- 3–4 years of hands-on TA experience in a fast-scaling startup or SaaS company.
- Proven experience in end-to-end hiring across tech and non-tech roles.
- Strong understanding of performance management, employee lifecycle, and culture design.
- Proven ability to work directly with founders/senior leadership.
- High ownership, adaptability, and comfort in ambiguous environments.
- Strong communication skills (written, spoken, and employer branding).
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