Talent Acquisition Business Partner

Job Title

Talent Acquisition Business Partner ( 58 years of experience with strong Talent Acquisition ownership and HRBP exposure)

Job Description

Role Purpose

The role is responsible for owning business-critical hiring outcomes while acting as a people partner to leaders. The incumbent will drive end-to-end Talent Acquisition and provide Business Partnering support to ensure the right talent, structure, and people decisions enable business performance across Sales, Manufacturing, and Corporate functions.

Role Focus

Talent Acquisition & Business Partnering

Key Accountabilities

Business-Aligned Hiring

• Act as a strategic hiring partner, not a transactional recruiter
• Understand business context, role impact, sales cycles, and cost implications
• Convert business needs into clear role charters and hiring success criteria

End-to-End Recruitment Ownership

• Own hiring from requirement intake to offer closure and joining
• Drive sourcing via direct search, referrals, vendors, and market mapping
• Maintain discipline on timelines, governance, and decision closure

Quality of Hire & Assessment

• Drive structured, evidence-based interviews and evaluations
• Challenge unclear requirements, unrealistic expectations, and weak hiring practices
• Ensure consistency, documentation, and defensible selection decisions

Stakeholder & Market Management

• Partner with Sales Heads, Plant Heads, and Functional Leaders
• Influence stakeholders on market realities, talent availability, and compensation benchmarks
• Maintain momentum in high-pressure, time-sensitive hiring scenarios

Hiring Metrics & Execution Rigor

• Track and improve TAT, quality of hire, offer-to-join ratio, and hiring slippages
• Drive predictability and efficiency in hiring outcomes

HR Business Partnering

• Act as people partner for assigned functions
• Support workforce planning, performance management, attrition analysis, and retention actions
• Enable policy implementation, employee lifecycle processes, and engagement initiatives
• Use people data to support leadership and business decisions

Must-Have Capabilities

• Strong understanding of sales, manufacturing, and corporate hiring dynamics
• High execution bias with speed + quality mindset
• Confidence to challenge business on hiring and people decisions
• Structured, data-backed approach to assessment and HR problem-solving

Experience & Education

• MBA / PGDM in HR or equivalent
• 58 years of experience with strong Talent Acquisition ownership and HRBP exposure
• Exposure to manufacturing, building materials, or sales-driven organizations preferred

Ideal Fit

A business-first TA + HRBP professional who owns outcomes, moves fast without compromising quality, partners credibly with leaders, and ensures every hire and people decision delivers measurable business value.