About Quality Council of India The Quality Council of India (QCI) was established in 1997 jointly by the Government of India and the Indian Industry represented by three premier industry associations—ASSOCHAM, CII, and FICCI. QCI operates as a not-for-profit society with its own Memorandum of Association and Rules & Regulations. Its primary mandate is to establish and operate a national accreditation structure and to promote quality through the National Quality Campaign.

The Department of Industrial Policy & Promotion, Ministry of Commerce & Industry serves as the nodal ministry for QCI. POSITION OVERVIEW

Job Title

Talent Acquisition Lead (Project Manager / Senior Project Manager)

Department

Human Resources

Location

World Trade Center, Nauroji Nagar, Recent Delhi

Employment Type

Professional

Reporting To

Head – HR & Admin

CTC Band

As per the role offered JOB PURPOSE / ROLE SUMMARY The Senior Project Manager will serve as a strategic and execution-focused Talent acquisition leader within QCI’s dynamic, mission-driven environment. This role is pivotal in leading end-to-end project management across talent acquisition, performance management, compliance, employee engagement, and organizational capability building. The incumbent will act as the connective tissue between QCI’s quality- centric culture and its human capital strategy – ensuring that people practices are robust, institutionalized, and aligned with QCI’s vision of enabling a quality-driven India. The role demands equal proficiency in strategic thinking and operational execution, with a strong emphasis on stakeholder management.

Key Responsibilities The incumbent shall be responsible for, but not limited to, the following:

1.

Talent

Acquisition & Management Responsibilities in HR Domain

Lead and manage end-to-end Talent Acquisition projects as structured HR initiatives – including manpower planning, sourcing strategy design, recruitment calendar management, and hiring milestone tracking.

Drive Talent Management projects including competency framework development, talent pipeline building, assessment centre design, and employer branding initiatives aligned with QCI’s organizational strategy.

Develop and implement Applicant Tracking System (ATS) deployment and optimization projects, ensuring seamless integration with HRIS for unified talent data management.

Develop comprehensive project charters, timelines, work breakdown structures (WBS), RACI matrices, and risk mitigation plans for all HR initiatives.

Drive HR transformation initiatives including process automation, SOPs development, and digital HR enablement.

Coordinate with cross-functional divisions (Finance, Legal, IT, and Boards) to ensure seamless execution.

Conduct periodic project reviews, prepare status reports, and present progress updates to HR Head and Senior Leadership.

Ensure all deliverables are aligned with QCI’s quality standards, institutional values, and regulatory requirements.

2.

Stakeholder

Management

Serve as a primary HR point of contact for internal stakeholders including Constituent Boards (NABL, NABH, NABET, NABCB, NBQP), Divisional Heads.

Manage HR-related vendor and consultant engagements including contract negotiations, SLA compliance, and performance reviews.

Coordinate with recruitment consultants, background verification agencies, training vendors, and payroll service providers.

Prepare and present HR reports, dashboards, and policy recommendations for senior leadership meetings.

3.





Talent Management

Responsibilities

Oversee and lead the complete employee lifecycle – from manpower requisition, talent acquisition, on-boarding, confirmations, transfers, to separations and full-and-final settlements.

Spearhead talent acquisition across roles – mid-level to senior leadership – through structured JD creation, competency-based interviewing, and offer management.

Design and implement workforce planning strategies aligned with project pipeline and organisational growth.

Develop and manage succession planning frameworks and career pathing initiatives for critical roles.

Drive full-cycle Talent Acquisition across all levels – including senior leadership and specialist roles – through proactive sourcing, headhunting, campus recruitment, referral program's, and digital hiring channels (LinkedIn, Naukri, job portals).

Design and implement structured Talent Management frameworks – including talent identification, high-potential (HiPo) programmers, internal mobility, competency gap analysis, and Individual Development Plans (IDPs).

Manage end-to-end recruitment operations including vacancy authorization, JD creation, sourcing, screening, structured interviewing, reference checks, offer negotiation, and on-boarding – ensuring a superior candidate experience throughout.

Build and maintain a robust talent pipeline and talent pool database for critical and recurring roles, enabling faster closures and reduced dependency on external consultants.

- Compliance

Draft and institutionalize Talent Acquisition policies including sourcing norms, referral policy, lateral hiring guidelines, offer authorization matrix, and background verification standards – ensuring equity, transparency, and compliance in all hiring practices.

Develop Talent Management policies covering performance-linked promotions, internal job posting (IJP) framework, talent review governance, and diversity & inclusion hiring targets in compliance with QCI’s organizational mandate.

- HR Data Analytics / MIS / Reporting

Design, maintain, and continuously improve HR dashboards covering key metrics: headcount, attrition, time-to-hire, cost-per-hire, training coverage, and engagement scores.

Provide data-driven insights and workforce analytics to HR leadership and leadership council meeting for strategic decision-making.

Generate and present monthly, quarterly, and annual HR MIS reports with trend analysis, commentary, and action recommendations.

Build predictive HR analytics capabilities: attrition forecasting, workforce gap analysis, and succession readiness indices.

Ensure data integrity, governance, and confidentiality across all HR information systems and personnel records.

Track and report key Talent Acquisition metrics: time-to-fill, time-to-hire, source-of-hire, offer acceptance rate, cost-per-hire, recruiter productivity, and quality-of-hire indices – providing actionable insights to leadership for continuous improvement.

Generate Talent Management MIS covering talent review outcomes, HiPo progress, succession readiness scores, internal mobility trends,



and Learning & Development ROI – enabling data-driven talent decisions and strategic workforce planning.

Required

Qualification

Minimum Qualification

Preferred / Additional

MBA / PGDM (HR / OB / General Management)

From a recognized university / AICTE- approved institution

MBA from a premier institution (IIM, XLRI, TISS, or equivalent)

Graduate degree in any discipline (mandatory)

Experience Requirements: Minimum 10 years in core Talent acquisition & Management functions

Desired Competencies & Skills

Technical & Functional Skills

Talent Acquisition & Management: end-to-end recruitment lifecycle, JD design, competency-based interviewing, structured selection frameworks, ATS management (Keka, Darwinbox, Zoho Recruit or equivalent), sourcing strategy, employer branding, and offer management

Compensation bench marking, salary structuring, and total rewards design

Statutory compliance expertise: PF, ESI, TDS, Gratuity, Maternity

HR analytics & MIS: advanced Excel, Power BI / Tableau, dashboard design, and reporting

Performance management: goal-setting frameworks (OKRs/KRAs), appraisal process design, PIP

Learning & Development: TNA, curriculum design, vendor management, ROI measurement

Knowledge of Labour Codes (4 New Labour Codes), Industrial Relations Act, and related legislation

Talent pipeline management: proactive headhunting, Boolean search, social sourcing (LinkedIn Recruiter), campus engagement, diversity hiring strategies, and passive candidate engagement

Talent Management systems: HiPo identification frameworks, Individual Development Plans (IDP), competency assessment tools, 9-box talent grid, talent review facilitation, and succession readiness mapping Behavioural Competencies

Leadership & Ownership

Takes initiative, drives accountability, and delivers results without close supervision.

Institutional Integrity

Upholds QCI’s values of quality, transparency, and public trust in every HR decision.

Collaborative Influence

Builds consensus across diverse stakeholders

Analytical Thinking

Uses data, root-cause analysis, and evidence-based reasoning to solve complex HR challenges.

Adaptability & Agility

Navigates ambiguity, manages competing priorities, and thrives in a dynamic project environment.

Communication Excellence

Articulates HR strategies with clarity to varied audiences including senior bureaucracy and boards.

Process & Quality Orientation

Brings a quality mindset to HR – ensuring standardization, documentation, and continuous improvement.

Empathy & People- Centricity

Balances organizational requirements with employee well being – a trusted and approachable HR partner.

Mission Alignment

Resonates with QCI’s public interest mandate and demonstrates commitment to nation-building through quality.

Preferred

Certifications

While not mandatory, the following certifications will be considered favorably: HR & Talent Management

SHRM-CP / SHRM-SCP (Society for Human Resource Management)

PHRi / SPHRi (HR Certification Institute)

DISC / MBTI / Hogan Assessments (certified practitioner)

ISO 9001 Lead Auditor / QMS Awareness (aligned with QCI’s mandate)

LinkedIn Talent Solutions Certification / LinkedIn Recruiter Certification

Talent Management Practitioner (TMP) – Talent Management Institute (TMI)

Strategic Talent Acquisition (STA) Certification – SHRM / NHRDN / equivalent body

Certified Talent Management Practitioner (CTMP) – Human Capital Institute (HCI) or equivalent

📌 Talent Acquisition Lead (Delhi)
🏢 Quality Council of India(QCI)
📍 Delhi