Talent Acquisition Manager

1 week ago

tamil nadu, India Zocket Full time

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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