Assistant Talent Acquisition Manager

Job Title

Assistant Manager Talent Acquisition

Department

Human Resources / Talent Acquisition

Reports To

HR Head

Job Purpose / Summary

The Talent Acquisition Assistant Manager supports and manages key parts of the recruitment process in the manufacturing environment. This role ensures the timely hiring of skilled and unskilled labor, professional & technical staff, and leaders; helps build the talent pipeline; ensures strong stakeholder management with operations, engineering, plant heads etc.; ensures compliance with legal / safety / labor laws; and helps elevate employer branding in the industrial/manufacturing context.

Key Responsibilities

Primary duties & responsibilities:

1. End to End Recruitment

2. Understand workforce demand / headcount planning by coordinating with plant heads, operations, engineering, quality, maintenance, R&D, etc.

3. Translate manpower requirements into recruitment requisitions, job descriptions, and job specifications.

4. Source, screen, shortlist, interview, select, negotiate offers, and manage onboarding for all levels (technician, operator, shift staff, supervisors, technical staff, and mid management roles).

5. Sourcing & Talent Pipeline Development

6. Use multiple sourcing channels: job portals, campus recruitment, social media, referrals, industry associations, trade fairs, internal transfers.

7. Identify difficult to fill and critical roles (for example highly skilled technical / engineering / leadership roles) and proactively build pipelines.

8. Maintain relationships with technical colleges, vocational training institutes, and other institutions for entry level hiring.

9. Stakeholder Management

10. Work closely with line managers, department heads, plant managers to understand their hiring needs, timelines, skill requirements, and constraints.

11. Act as a consultant/advisor to hiring managers on candidate expectations, compensation benchmarking, and hiring best practices.

12. Coordinate with HR Business Partners, legal, compliance, and compensation teams as needed.

13. Candidate Experience & Employer Branding

14. Ensure a positive, professional, and efficient candidate experience from first contact through onboarding.

15. Promote the companys employer value proposition, culture, safety standards, etc. especially in manufacturing context (e.g., safety, shift work, working conditions).

16. Represent the company at job fairs, campus drives, industry meetps, etc.

17. Data, Reporting & Metrics

18. Maintain recruitment dashboards: timetofill, costperhire, quality of hire, offer acceptance rate, source effectiveness, attrition, etc.

19. Analyze trends (skill shortages, turnover, productivity) and propose improvements.

20. Forecast hiring needs (seasonal/shift trends, attrition) to avoid last minute rushes.

21. Process Improvement & Tools / Systems

22. Improve and standardize recruitment processes, workflows, and hiring policies in line with industrial/manufacturing demands (e.g., shift staffing, safety clearances).

23. Use Applicant Tracking Systems (ATS) / HRIS; ensure data accuracy and compliance.

24. Explore and adopt technology or automation for sourcing, screening, interview scheduling etc.

25. Compliance, Safety & Labor Law Adherence

26. Ensure all hiring practices comply with labor laws, factory regulations, safety & health requirements, union or statutory constraints (if applicable).

27. Maintain documentation for audits, employability checks, background checks, safety trainings before deployment.

28. Team Leadership & Support

29. If theres a team of recruiters / TA specialists, assist in supervising, mentoring, training them.

30. Allocate workload, monitor performance, help in capacity planning.
31. Help in building skills in the team for technical/engineering hiring, behavioural interviews etc.

Qualifications & Experience

• Education: Bachelors degree requiredpreferably in Human Resources, Business Administration, Industrial Engineering or related field. MBA (HR) or postgraduate degree is a plus.
• Experience: Usually 5- 8 years of progressively responsible experience in recruitment / talent acquisition; experience in manufacturing or industrial sector preferred. Experience with high volume hiring (operators, technicians etc.) is a strong advantage.
• Technical Knowledge / Tools: Familiarity with Applicant Tracking Systems (ATS), HRIS, sourcing tools, job portals; knowledge of technical roles (engineering, operations) hiring.

• Skills:

• Strong communication & stakeholder management skills.

• Good negotiation skills (salary, joining terms etc.).
• Analytical mindset capable of tracking metrics, forecasting, improving processes.
• Ability to work in a fast paced environment, manage multiple requisitions, meet deadlines.

• Leadership / mentorship skills (if managing others).

• Behavioral Competencies:

• Integrity & confidentiality.

• Adaptability to manufacturing cycles (shift hiring, last minute demand).
• Teamwork and collaboration.
• Safety awareness and compliance sensitivity.

Nice to have / Preferred

• Prior experience in safety / industrial compliance hiring.
• Experience working in union environments or with contractual workers.
• Exposure to workforce planning, succession planning.
• Familiarity with local labor laws, statutory obligations specific to manufacturing.
• Experience in campus recruitment, apprenticeship programs or trade school liaison.

KPIs / Performance Metrics

Some of the key performance indicators you may be measured on:

• Time to fill (by function / level)
• Cost per hire
• Quality of hire (performance of hires after a given period)
• Offer acceptance rate
• Retention rate / early turnover (say within first 6 months)
• Sourcing channel effectiveness
• Hiring forecast accuracy
• Compliance (audit pass, safety, legal)