Talent Acquisition

Job Requirements

Role Purpose: The Talent Acquisition Manager will be responsible for leading end-to-end recruitment activities for the EPC and Infrastructure business. The role requires expertise in volume hiring, project-based hiring, stakeholder management, vendor management, recruitment analytics, and leading a team of recruiters to ensure timely fulfillment of manpower requirements across corporate offices, project sites, and business functions.

Key Responsibilities

1. Talent Acquisition & Workforce Planning

- Manage end-to-end recruitment for EPC, Infrastructure, Construction, Engineering, Project Management, and Support Functions.
- Partner with business leaders and project teams to understand workforce requirements and develop hiring strategies.
- Drive recruitment planning for ongoing and upcoming projects across multiple locations.
- Ensure timely closure of critical, niche, and volume positions within agreed TAT.

2. Volume & Project-Based Hiring

- Lead large-scale hiring drives for project mobilization and expansion requirements.
- Manage recruitment campaigns for Engineers, Project Managers, Construction Professionals, Safety Officers, QA/QC, Planning Engineers, Procurement, Contracts, MEP, and support functions.
- Build talent pipelines for future project requirements.
- Conduct mass hiring initiatives, walk-ins, campus drives, job fairs, and recruitment events.

3. Stakeholder Management

- Act as a strategic recruitment partner to business heads, project directors, and functional leaders.
- Provide regular updates on hiring progress, challenges, and market intelligence.
- Drive stakeholder satisfaction through timely communication and recruitment excellence.
- Influence hiring decisions through market insights and talent availability analysis.

4. Vendor & Agency Management

- Manage relationships with recruitment agencies, search firms, and staffing partners.
- Evaluate vendor performance based on quality, TAT, and cost effectiveness.
- Negotiate commercial terms and ensure optimal utilization of recruitment budgets.
- Maintain a robust vendor network for specialized and bulk hiring requirements.

5. Recruitment Analytics & Dashboards

- Develop and publish TA dashboards and MIS reports.
- Track key recruitment metrics including:
- Time to Fill
- Time to Hire
- Offer-to-Join Ratio
- Source Effectiveness
- Cost per Hire
- Aging Positions
- Recruitment Funnel Metrics
- Provide hiring insights and recommendations to leadership through data-driven analysis.

6. Team Management

- Lead, mentor, and develop a team of recruiters and recruitment coordinators.
- Set recruitment targets and monitor team performance.
- Build capability within the TA team through coaching and best practices sharing.
- Ensure compliance with recruitment processes and policies.

7. Employer Branding & Candidate Experience

- Enhance employer brand visibility in the EPC and Infrastructure talent market.
- Ensure superior candidate experience throughout the recruitment lifecycle.
- Promote diversity hiring initiatives wherever applicable.

8. Process Excellence & Compliance

- Drive recruitment process standardization and continuous improvement.
- Ensure adherence to recruitment governance, policies, and compliance requirements.
- Leverage ATS and recruitment technologies to improve operational efficiency.

Preferred Industry Exposure

EPC | Infrastructure | Construction | Power | Renewable Energy | Oil & Gas | Railways | Roads & Highways | Metro Projects | Industrial Projects | Data Centers

Work Experience

Desired Candidate Profile

Education

- MBA / PGDM in Human Resources, Business Administration, or related discipline.
- Engineering background will be an added advantage.

Experience

- 7-10 years of relevant Talent Acquisition experience.
- Minimum 4-5 years of experience in EPC, Infrastructure, Construction, Oil & Gas, Power, Renewables, Manufacturing, or allied sectors.
- Proven track record in managing volume and project-based hiring.

Technical Competencies

- Expertise in end-to-end recruitment lifecycle.
- Strong understanding of EPC and Infrastructure talent landscape.
- Recruitment analytics and dashboard reporting.
- Applicant Tracking Systems (ATS).
- Vendor and consultant management.
- Workforce planning and manpower budgeting.

Behavioral Competencies

- Strong stakeholder management and influencing skills.
- Excellent communication and negotiation abilities.
- Leadership and team management capability.
- Data-driven decision-making approach.
- Strong problem-solving and execution focus.
- Ability to work in a fast-paced, project-driven environment.

Key Performance Indicators (KPIs)

- Hiring fulfillment against approved manpower plan.
- Time-to-fill positions.
- Offer acceptance and joining ratio.
- Stakeholder satisfaction score.
- Recruitment cost optimization.
- Vendor performance effectiveness.
- Team productivity and delivery.
- Dashboard accuracy and reporting compliance.