Reported successfully

Position Summary

The Senior Recruitment Manager leads the strategic talent acquisition function, driving end-to-end recruitment initiatives to attract, select, and retain top-tier talent across diverse business units. This role is responsible for aligning recruitment strategies with organizational goals, optimizing talent pipelines, managing key stakeholder relationships, and leading a team of recruiters to meet workforce demands efficiently.

Key Responsibilities

1. Strategic Talent Acquisition & Planning

• Develop and execute data-driven recruitment strategies aligned with short-term hiring needs and long-term workforce plans.
• Partner with department heads and senior leadership to understand hiring priorities, headcount forecasts, and skill requirements.
• Design and implement innovative sourcing techniques (headhunting, social sourcing, employee referrals, and talent mapping) for specialized, executive, and high-volume roles.

2. Recruitment Process Management & Execution

• Oversee the complete recruitment lifecycle from job requisition, candidate sourcing, screening, and interviewing to offer negotiation and onboarding.
• Ensure high-quality candidate experiences across all touchpoints, maintaining structured interviewing standards and fair evaluation criteria.
• Manage executive search projects and senior-level appointments directly.

3. Employer Branding & Sourcing Channels

• Enhance the organization’s employer brand across key channels (LinkedIn, professional networks, job fairs, and social media platforms).
• Evaluate, manage, and optimize partnerships with external recruitment agencies, job portals, and talent vendors.
• Organize and represent the company at career fairs, campus recruitments, and networking events.

4. Team Leadership & Performance Management

• Lead, mentor, and build a high-performing recruitment team, establishing clear KPIs, SLAs, and performance benchmarks.
• Allocate requisitions effectively among recruiters to maintain optimal workload balance and fast turnaround times.

5. Data Analytics & HRIS Optimization

• Track and analyze key recruitment metrics (Time-to-Hire, Cost-per-Hire, Quality-of-Hire, Offer Acceptance Rate, and Pipeline Conversion).
• Generate regular talent acquisition dashboards and insights for executive reporting.

Key Performance Indicators (KPIs)

• Time-to-Fill / Time-to-Hire: Meeting target SLAs for critical and general positions.
• Cost-per-Hire: Maximizing ROI on sourcing channels and reducing agency spend.
• Quality of Hire: 90-day and 1-year candidate retention rate and performance pass rate.
• Offer Acceptance Rate: Achieving targeted acceptance thresholds through competitive offer structuring.
• Stakeholder Satisfaction: High survey ratings from hiring managers and candidates.

Job Requirements & Qualifications

Education & Experience

• Education: Bachelor’s degree in Human Resources, Business Administration, or a related field (Master’s or HR certification such as SHRM-CP/SCP or CIPD is a strong plus).
• Experience: Minimum 5–7 years of progressive experience in Talent Acquisition/Recruitment, with at least 3+ years in a managerial or team-lead role.
• Industry Experience: Proven track record managing full-cycle recruitment across varied operational sectors (e.g., retail, automotive, distribution, or corporate functions).

Technical & Functional Skills

• Advanced Sourcing & Headhunting: Expertise in passive candidate outreach, executive search, and social sourcing techniques.
• Labor Law & Compliance: Thorough understanding of local labor laws, employment contracts, and statutory hiring regulations.