Role Summary

The General Manager – Talent Acquisition is a senior leadership role responsible for designing and driving the organization’s overall talent acquisition strategy across all business units and geographies. With 20+ years of experience, this role oversees leadership hiring, large-scale ramp-ups, global workforce planning, employer branding, and TA transformation initiatives. The GM-TA partners closely with CXO-level stakeholders to ensure the organization attracts, hires, and retains high-quality talent aligned with current and future business needs.

Key Responsibilities

1.

Talent Acquisition

Strategy & Workforce Planning

- Define and own the long-term talent acquisition strategy aligned to business and growth plans.

- Partner with CXOs, Business Heads, and HR leadership to forecast manpower needs and critical skill requirements.

- Develop annual and quarterly hiring plans including budgets, resource allocation, and vendor strategy.

- Drive strategic initiatives such as succession pipelines, leadership hiring programs, and niche skill acquisition.

2. TA Governance, Policy & Process Excellence

- Establish and govern TA policies, frameworks, and SOPs across all business units and locations.

- Standardize recruitment processes, SLAs, and governance models to ensure consistency and scalability.

- Ensure effective use and optimization of ATS, HRIS, and analytics tools; drive automation and digitization in TA.

- Monitor and improve core TA metrics (time-to-fill, cost-per-hire, quality-of-hire, offer-to-join, diversity ratios, etc.).

3. Leadership & Critical Hiring

- Lead end-to-end hiring for senior leadership and business-critical roles.

- Act as a strategic advisor for CXOs on talent market trends, compensation benchmarks, and candidate engagement.

- Oversee robust assessment frameworks (competency-based interviews, psychometric tools, case studies, etc.) for senior roles.

- Ensure confidentiality and high-touch candidate experience for executive-level hiring.

4.

Employer

Branding & Talent Market Positioning

- Define and drive the employer branding strategy to position the organization as an employer of choice.

- Collaborate with Marketing/Corporate Communications on digital campaigns, social media presence, and brand assets.

- Represent the organization at industry forums, conferences, campus events, and networking platforms.

- Build long-term relationships with universities, professional bodies, and talent communities.

5. TA Organization & People Leadership





- Lead and manage the entire TA function, including regional / BU TA Heads, recruiters, and coordinators.

- Design TA org structure, roles, capacity planning, and career paths within the function.

- Provide coaching, mentorship, and leadership development for TA team members and high-potential recruiters.

- Foster a culture of performance, accountability, innovation, and continuous improvement in the TA function.

6. Vendor, Partner & Stakeholder Management

- Develop and manage strategic partnerships with recruitment agencies, search firms, RPOs, and other vendors.

- Negotiate commercial terms, SLAs, and performance metrics with external partners.

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

- Influence and coach senior stakeholders on talent strategies, interview effectiveness, and market realities.

7. Diversity, Equity & Inclusion (DEI) in Hiring

- Integrate DEI principles into all hiring strategies and processes.

- Set diversity hiring goals in collaboration with HR and business leadership.

- Drive initiatives to improve representation across levels and functions (gender, geography, background, etc.).

- Ensure unbiased selection practices through structured interviews and objective assessment tools.

8. Compliance, Risk & Audit

- Ensure recruitment practices comply with company policies, labour laws, and regulatory requirements across regions.

- Maintain robust documentation, audit trails, and reporting mechanisms for internal and external audits.

- Mitigate hiring-related risks (fraud prevention, data privacy, conflict of interest, etc.).

- Align TA governance with broader HR governance, ethics, and compliance frameworks.

9. Analytics, Insights & Continuous Improvement

- Build and maintain TA dashboards and reporting for leadership reviews.

- Use data analytics to identify bottlenecks, forecast hiring risks, and recommend corrective actions.

- Benchmark TA performance against industry standards and competitors.

- Champion continuous improvement projects (process re-engineering, technology upgrades,



sourcing innovations).

Required Qualifications & Experience

- 20+ years of progressive experience in Talent Acquisition / Recruitment, with at least 8–10 years in senior leadership roles (Head TA / GM / Director level).

- Proven experience leading large-scale hiring for mid-to-large organizations (preferably IT/ITES, Consulting, Technology, BFSI, or similar – customize as needed).

- Strong track record in leadership hiring, global/niche skill hiring, and TA transformation initiatives.

- Experience managing geographically dispersed TA teams and multi-location / multi-country hiring (if applicable).

- Hands-on exposure to ATS, HRIS, advanced sourcing tools (LinkedIn Recruiter, talent marketplaces, etc.) and TA analytics.

Skills & Competencies

- Strategic Leadership & Business Acumen – ability to translate business strategy into long-term talent plans.

- Executive Stakeholder Management – solid presence and credibility with CXOs and senior leaders.

- People Leadership – proven ability to build, scale, and develop high-performing TA teams.

- Data-Driven Decision Making – comfort with metrics, dashboards, and predictive analytics.

- Change Management – ability to lead TA transformation, drive adoption of new tools and processes.

- Strong Communication & Negotiation – especially for leadership offers and complex stakeholder environments.

- Market & Industry Awareness – deep understanding of talent landscape, competitor moves, and compensation trends.

- High Integrity & Professionalism – strong ethical orientation, confidentiality, and judgment.

Education

- Bachelor’s degree is mandatory (preferably in HR, Business, or related fields).

- Master’s degree in Human Resources / Business Administration (MBA/PGDM in HR) strongly preferred.

- Additional certifications in HR, Talent Strategy, or Organizational Development are an advantage.

Success Measures / KPIs

- Achievement of annual and quarterly hiring plans (volume, seniority, and critical skills).

- Improvement in key TA metrics: time-to-fill, cost-per-hire, quality-of-hire, offer-to-join ratio.

- Leadership and critical role hiring success, including time-to-onboard and retention of senior hires.

- Employer branding impact: application quality/volume, social media engagement, campus outcomes.

- Diversity hiring outcomes and compliance adherence.

- TA team engagement, performance, and retention.

📌 General Manager - Talent Acquisition (Hyderabad)
🏢 Kumaran Systems
📍 Hyderabad