Role Summary

The Talent Acquisition Manager will lead end-to-end recruitment strategy and execution for the organization, with responsibility for senior and niche hiring across multiple business units. This role requires a seasoned HR qualified (10+ years of experience) who can build strong stakeholder relationships, design scalable hiring processes, drive employer branding initiatives, and lead a high-performing TA team to meet aggressive hiring targets while maintaining quality and compliance.

Key Responsibilities

Strategic Talent Acquisition

- Develop and execute the overall talent acquisition strategy aligned with business growth plans.

- Partner with business leaders to understand workforce plans, role requirements, and future skill needs.

- Build and maintain a robust talent pipeline for critical, leadership, and niche positions.

- Use data and market insights to advise leadership on talent availability, compensation trends, and hiring risks.

Recruitment Operations & Process Excellence

- Own the full recruitment lifecycle: sourcing, screening, interviewing, selection, offer management, and onboarding handoff.

- Design and continuously improve recruitment processes, SLAs, and governance to ensure efficiency and consistency.

- Implement and optimize use of ATS / recruitment tools, ensuring data accuracy and adherence to processes.

- Monitor key TA metrics (TAT, source mix, cost per hire, quality of hire, offer-to-join ratio) and drive improvements.

Stakeholder Management

- Act as the primary TA partner for CXOs, business heads, and HRBPs on all hiring matters.

- Conduct regular reviews with stakeholders on hiring progress, challenges, and corrective actions.





- Influence and coach hiring managers on interviewing best practices, selection criteria, and market realities.

Sourcing & Employer Branding

- Define multi-channel sourcing strategies (referrals, job portals, social media, networking, agencies, campus, etc.).

- Build and manage relationships with external recruitment partners and vendors.

- Collaborate with Marketing/HR to strengthen employer branding through campaigns, events, and digital presence.

- Represent the organization at industry events, job fairs, and campus engagements as needed.

Team Leadership

- Lead, coach, and develop a team of recruiters and coordinators to deliver high-quality outcomes.

- Set clear performance goals and provide regular feedback, mentoring, and skills development opportunities.

- Foster a culture of ownership, collaboration, and continuous improvement within the TA team.

Compliance & Governance

- Ensure all hiring practices comply with internal policies, local labour laws, and DEI guidelines.

- Drive fair, inclusive, and unbiased recruitment processes, including structured interviews and objective assessments.

- Maintain accurate and up-to-date recruitment documentation and reports for audits and management reviews.

Required Qualifications & Experience

- 15+ years of progressive experience in Talent Acquisition / Recruitment,



with at least 5+ years in a leadership/managerial role.

- Proven experience managing end-to-end recruitment for mid to large organizations (preferably IT/Consulting/Technology/Services – adjust as needed).

- Strong track record in leadership hiring, niche skill hiring, and building high-performing TA teams.

- Hands-on experience with ATS platforms, HRIS, and sourcing tools (LinkedIn, job boards, etc.).

- Demonstrated ability to work in a fast-paced, energetic environment with multiple stakeholders and competing priorities.

Skills & Competencies

- Strategic thinking & business acumen – ability to translate business needs into TA strategies.

- Stakeholder management & influencing skills – confident in dealing with senior leadership.

- Strong communication & negotiation skills – especially for senior-level offers and critical roles.

- Data-driven decision making – comfortable with metrics, dashboards, and recruitment analytics.

- People leadership – mentoring, coaching, and performance management of TA teams.

- Process orientation – able to design, document, and enforce recruitment processes.

- Market awareness – updated on talent market trends, competitors, and compensation benchmarks.

Education

- Bachelor’s degree is mandatory; Master’s in HR/Business Administration (MBA/PGDM in HR) preferred.

Success Measures / KPIs

- Time-to-fill and time-to-offer for key roles.

- Quality of hire (performance, retention within 12–18 months).

- Offer-to-join ratio and candidate experience scores.

- Stakeholder satisfaction (business leader feedback).

- TA team performance and retention

📌 Manager - Talent Acquisition (Chennai)
🏢 Kumaran Systems
📍 Chennai