Description
Job Description (JD) – Deputy Manager (DM) – Talent Acquisition

Department: Human Resources (HR)
Designation: Deputy Manager – Talent Acquisition
Experience: 6–10 Years
Qualification: MBA / PGDM in Human Resources or equivalent qualification.
Industry Preference: Manufacturing / Engineering / Renewable Energy / Solar / Battery / BESS.

1. Job Purpose

To manage end-to-end recruitment activities, develop effective talent acquisition strategies, ensure timely closure of manpower requirements, and attract high-quality talent aligned with organizational goals and business requirements.

2. Key Roles & Responsibilities A. End-to-End Recruitment

1. Manage the complete recruitment lifecycle, from manpower requisition to candidate onboarding.

2. Handle recruitment for junior, middle, and senior management positions.

3. Understand job requirements and prepare effective sourcing strategies.

4. Screen resumes, conduct initial interviews, and coordinate technical and managerial interview rounds.

5. Ensure timely closure of open positions as per agreed hiring timelines.

6. Manage bulk hiring as well as niche and leadership-level recruitment.

B. Talent Sourcing & Pipeline Management

1. Source candidates through job portals such as Naukri, LinkedIn, Indeed, and other recruitment platforms.

2. Develop and maintain a strong candidate database and talent pipeline.

3. Explore alternative sourcing channels, including employee referrals, consultants, social media, and networking.

4. Build talent pools for critical and recurring positions.

5. Develop effective sourcing strategies to reduce dependency on external consultants.

C. Stakeholder Management

1. Coordinate with department heads and hiring managers to understand manpower requirements.

2. Conduct detailed discussions with hiring managers to understand technical and behavioral requirements.

3. Provide regular updates on recruitment progress and hiring status.

4. Ensure proper interview scheduling and timely feedback from stakeholders.

5. Build strong relationships with internal stakeholders to improve recruitment efficiency.

D. Recruitment Planning & MIS

1. Prepare and maintain monthly and quarterly recruitment plans.

2. Monitor recruitment metrics such as Time to Hire, Cost per Hire, and Offer-to-Joining Ratio.

3. Prepare daily, weekly, and monthly recruitment MIS reports.

4. Track open positions, shortlisted candidates, interview status, offers, and joining updates.

5. Analyze recruitment challenges and implement corrective actions.

6. Ensure recruitment activities are aligned with approved manpower budgets.

E. Offer Management & Onboarding

1. Manage salary discussions, compensation negotiations, and offer rollouts.

2. Coordinate with HR Operations for documentation and pre-joining formalities.

3. Maintain regular communication with selected candidates to ensure joining commitment.

4. Monitor offer acceptance and candidate dropouts.

5. Ensure a smooth onboarding experience for new employees.

F. Employer Branding & Recruitment Strategy

1. Develop initiatives to strengthen the organization's employer brand.

2. Improve recruitment strategies to attract quality candidates.

3. Promote employee referral programs and other talent acquisition initiatives.

4. Participate in campus recruitment, job fairs, and recruitment drives.

5. Identify opportunities to improve recruitment processes through digital tools and automation.

G. Team Management

1. Guide and supervise the recruitment team and ensure effective task allocation.

2. Monitor recruiter performance and recruitment closure targets.

3. Provide guidance and training to team members on sourcing and interviewing techniques.

4. Ensure process discipline and adherence to recruitment policies.

5. Drive continuous improvement in recruitment productivity and quality.