TA Lead

6 days ago


Gurgaon, Haryana, India Veranda HigherEd Full time ₹ 12,00,000 - ₹ 36,00,000 per year

Hiring –
TA Lead

Experience
– 5-10 years

Location -
Gurgaon

Company Name

Key skills- Non it hiring, Sales hiring ,leadership hiring ,Niche hiring

A non-IT talent acquisition (TA) manager is responsible for leading the hiring strategy and process for all non-technical roles within an organization. These roles can include positions in sales, marketing, human resources, operations, finance, and other departments. A non-IT TA manager oversees the entire recruitment lifecycle, from planning and sourcing to offer negotiation and onboarding.

Core responsibilities


• Recruitment strategy: Develop and execute non-IT hiring strategies that align with broader business goals and workforce planning. Use data and market intelligence to anticipate talent needs and refine strategies.


• Team leadership: Manage, mentor, and guide a team of recruiters. Set performance goals and service-level agreements (SLAs) and monitor performance against key metrics like time-to-hire and cost-per-hire.


• Stakeholder collaboration: Partner closely with hiring managers and department heads to understand their specific hiring needs. Advise them on market trends, compensation, and effective hiring approaches.


• End-to-end recruitment: Lead the full-cycle recruitment process for mid-to-senior-level roles. This includes building and maintaining a robust candidate pipeline, ensuring an excellent candidate experience, and overseeing offer negotiation and closure.


• Sourcing and employer branding: Create and implement diverse sourcing strategies using various channels such as job boards, social media, professional networks, employee referrals, and recruitment agencies. Lead initiatives to enhance the company's employer brand for non-technical talent.


• Recruitment analytics and reporting: Track, analyze, and report on key recruitment metrics. Use data-driven insights to measure the effectiveness of sourcing channels and to identify areas for process improvement.


• Compliance and best practices: Ensure that all recruitment practices are compliant with internal policies and labor laws. Stay up-to-date with industry best practices and innovative hiring methods.

Skills and qualifications


• Experience: A minimum of 5 years of proven experience in talent acquisition or recruitment, with at least 2 years in a managerial or leadership capacity. Direct experience recruiting for non-technical roles is often required.


• Educational background: A bachelor's degree in human resources, business administration, or a related field is typically required. An MBA can be advantageous for senior roles.


• Leadership: Strong leadership skills with the ability to motivate and guide a team.


• Communication: Excellent verbal and written communication skills to effectively engage with candidates, hiring managers, and senior leadership.


• Business acumen: The ability to understand broader business needs and align talent strategies accordingly.


• Technical proficiency: Familiarity with modern recruitment platforms and tools, including Applicant Tracking Systems (ATS).


• Adaptability: The ability to manage multiple priorities and respond to the demands of a fast-paced or high-growth environment.

  • • Negotiation skills: Proven ability to manage complex offer discussions and close candidates successfully

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