Senior Manager – Talent Acquisition (Strategy)

Senior Manager Talent Acquisition (Strategy)

Location: Chennai Experience: 1215 years

Function: Human Resources Talent Acquisition

Reports to: Head Talent Acquisition

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Role Purpose

The Talent Acquisition Strategy leader will architect and drive scalable, high-quality hiring strategies across volume, lateral, and technology hiring , ensuring speed, cost efficiency, workforce readiness, and strong employer brand. This role is accountable for translating business growth plans into predictable, data-driven hiring outcomes while building future-ready TA capabilities.

Key Responsibilities

1. TA Strategy & Workforce Planning

• Partner with business and HR leadership to convert growth plans into short-term and long-term hiring strategies .
• Design integrated TA strategies covering volume, lateral, niche, and technology hiring .
• Lead annual and quarterly workforce planning , demand forecasting, and hiring prioritization.
• Balance build-vs-buy decisions in collaboration with Talent Management.

2. Volume Hiring Excellence

• Design and govern high-throughput volume hiring models for frontline, sales, operations, and early-career roles.
• Drive referral, vendor-led, apprenticeship, campus hiring strategies.
• Optimize hiring velocity while maintaining quality and compliance.
• Create standardized assessment, onboarding, and deployment playbooks.

3. Lateral & Leadership Hiring

• Lead lateral hiring strategies for mid-senior roles across functions.
• Build strong talent mapping and competitor intelligence capabilities.
• Partner with leadership on critical and confidential hires.
• Enable structured interview, evaluation, and offer governance frameworks.

4. Employer Branding & Candidate Experience

• Position TA as a brand and experience custodian , not just a hiring engine.
• Collaborate with marketing and business teams to strengthen employer brand narratives.
• Design differentiated EVP propositions for volume vs tech vs leadership talent .
• Drive seamless, consistent, and inclusive candidate journeys.

5. TA Operations, Governance & Compliance

• Establish standardized TA processes, SLAs, and governance across hiring segments.
• Ensure compliance with labour laws, data privacy, DEI, and internal policies.
• Own vendor strategy including RPOs, staffing partners, and niche consultants.
• Drive continuous process improvement and automation.

6. Data, Analytics & ROI

• Define TA metrics aligned to business value (time-to-fill, cost-per-hire, quality-of-hire, offer-to-join).
• Build real-time dashboards for leadership reviews and decision-making.
• Track ROI on sourcing channels, vendors, and branding initiatives.
• Use predictive analytics to manage hiring risks and talent shortages.

7. Stakeholder & Leadership Engagement

• Act as a strategic advisor to business leaders and HR Head on talent availability and hiring trade-offs.
• Lead hiring governance forums and periodic talent reviews.
• Influence leadership decisions using data, market insights, and scenario planning.

8. TA Team Leadership & Capability Building

• Build and lead a high-performing TA organization across volume, lateral, and tech hiring.
• Develop recruiters into talent advisors, not order-takers.
• Create capability frameworks, training programs, and career paths within TA.
• Drive accountability, ownership, and execution excellence.

Candidate Profile

Education

• Masters degree in HR, Business Administration, or related field.

Experience

• 1215 years of progressive experience in Talent Acquisition.
• Proven exposure to large-scale volume hiring , lateral hiring , and technology hiring .
• Experience working with senior leadership and complex hiring environments .

Core Competencies

• Strategic workforce planning and TA transformation
• Strong business and financial acumen
• Market intelligence and talent mapping
• Data-driven decision-making
• Stakeholder influence and executive presence
• Change management and operational rigor

Key Success Metrics

• Hiring velocity and predictability
• Quality and retention of hires
• Cost efficiency and channel ROI
• Employer brand strength and candidate NPS
• Business satisfaction with TA outcomes
• TA team capability and productivity