HR Manager – Talent Acquisition

Location: Corporate Office, Mumbai

Department: Human Resources

Reporting To: General Manager – Corporate HR / Senior HR Leadership

Scope: Corporate Office & Hotels across India

Position Overview

We are looking for a dynamic and result-oriented HR Manager – Talent Acquisition to lead the recruitment function at the Corporate Office and support hiring requirements across all hotels and business units in India.

The role will be responsible for managing the end-to-end recruitment process, developing talent pipelines, handling critical and leadership-level positions, partnering with General Managers and Unit HR teams, and ensuring timely closure of vacancies in line with approved manpower budgets.

The ideal candidate should have strong experience in hospitality recruitment, excellent stakeholder management skills, and a proven ability to source and close quality candidates within defined timelines.

Key Responsibilities1. Talent Acquisition Strategy

- Develop and execute the overall Talent Acquisition strategy for the group.
- Understand manpower requirements across hotels and Corporate Office and plan recruitment accordingly.
- Develop recruitment strategies for critical, specialized, and hard-to-fill positions.
- Build a strong and sustainable talent pipeline for current and future requirements.
- Continuously evaluate and improve recruitment processes, turnaround time, and candidate quality.

2. End-to-End Recruitment
- Manage the complete recruitment lifecycle from manpower requisition to candidate joining.
- Handle sourcing, screening, interviewing, salary negotiation, selection, reference checks, documentation, and offer coordination.
- Ensure positions are closed within the agreed recruitment timelines.
- Maintain regular follow-up with candidates throughout the recruitment process.
- Ensure a positive candidate experience at every stage.

3. Leadership & Critical Hiring
- Lead recruitment for HOD, senior management, corporate, and other critical positions.
- Partner with GMs, Corporate Heads, and Senior Management to understand leadership requirements.
- Identify and approach passive candidates for senior and niche positions.
- Build a strong database of experienced hospitality professionals for future requirements.
- Maintain confidentiality while handling senior-level recruitment.

4. Coordination with Unit HR Teams
- Work closely with Unit HR Managers across all hotels to understand vacancies and manpower requirements.
- Ensure all recruitment requests are properly approved before initiating the hiring process.
- Guide Unit HR teams on recruitment processes, sourcing methods, interview standards, and documentation.
- Monitor recruitment progress and vacancy status across properties.
- Follow up with Unit HR teams and hiring managers for timely feedback and closure.

5. Recruitment Sources & Vendor Management
- Develop and maintain effective recruitment channels including:
- Job portals
- LinkedIn
- Employee referrals
- Hospitality institutes
- Recruitment agencies
- Social media
- Internal talent database
- Professional networks




- Manage recruitment consultants and agencies where required.
- Negotiate and monitor recruitment agency terms and performance.
- Evaluate the effectiveness and cost of different recruitment channels.

6. Campus & Institute Recruitment
- Develop relationships with hotel management institutes, colleges, and hospitality schools across India.
- Coordinate campus recruitment drives for freshers, trainees, and management development programs.
- Build a pipeline of young hospitality talent for future requirements.
- Coordinate internship and management trainee recruitment where applicable.

7. Employer Branding
- Support and develop the organization's employer branding initiatives.
- Promote career opportunities through LinkedIn, social media, job portals, and other platforms.
- Create attractive and professional job advertisements.
- Highlight career growth, learning opportunities, employee benefits, and organizational culture.
- Strengthen the company's presence among hospitality professionals and potential candidates.

8. Recruitment MIS & Analytics
- Maintain accurate recruitment dashboards and MIS.
- Track:
- Total vacancies
- Open positions
- Positions closed
- Time-to-fill
- Source of hire
- Candidate pipeline
- Offer-to-joining ratio
- Recruitment cost
- Agency performance
- Position-wise recruitment status
- Present regular recruitment reports to Corporate HR leadership.
- Identify recruitment trends and recommend corrective actions.

9. Manpower Planning & Budget Coordination
- Coordinate with Corporate HR, Unit HR, GMs, and Finance regarding approved manpower requirements.
- Ensure recruitment is aligned with approved manpower budgets.
- Monitor vacancies against sanctioned positions.
- Avoid recruitment outside approved manpower plans without appropriate authorization.
- Support workforce planning for new hotel openings, expansions, and business requirements.

10. Interview & Selection Process
- Establish structured recruitment and interview processes.
- Conduct initial screening and competency-based interviews for relevant positions.
- Coordinate interviews with GMs, HODs, Corporate Heads, and Senior Management.
- Ensure proper interview feedback is received within defined timelines.
- Maintain candidate evaluation records and recruitment documentation.

11. Offer & Joining Management
- Coordinate salary discussions and offer approvals.
- Ensure offers are released only after the required internal approvals.
- Coordinate pre-employment documentation and background/reference checks where applicable.
- Track candidates from offer acceptance until joining.
- Identify reasons for offer dropouts and improve offer-to-joining conversion.

12. Talent Pool & Database Management
- Develop and maintain a centralized talent database for hospitality professionals.




- Create talent pools for key functions such as:
- Front Office
- Food & Beverage
- Food Production
- Housekeeping
- Engineering
- Finance
- Sales & Marketing
- Human Resources
- IT
- Corporate functions
- Maintain a pipeline of potential candidates for recurring and future requirements.

13. New Hotel / Pre-Opening Recruitment
- Lead recruitment planning for new hotel openings and business expansions.
- Prepare recruitment timelines and manpower hiring plans.
- Coordinate bulk recruitment drives where required.
- Ensure critical positions are closed well ahead of the opening date.
- Work closely with the pre-opening team and property leadership.

14. Recruitment Process Improvement
- Regularly review recruitment processes and identify opportunities for improvement.
- Improve recruitment turnaround time and candidate quality.
- Introduce structured interview and assessment processes.
- Explore technology and recruitment tools to improve sourcing and tracking.
- Develop standard recruitment SOPs and guidelines.

Key Performance Indicators (KPIs)

The HR Manager – Talent Acquisition will be measured on:

- Vacancy closure within defined timelines.
- Quality of hires.
- Time-to-fill.
- Offer-to-joining ratio.
- Recruitment cost per hire.
- Candidate retention after joining.
- Effectiveness of recruitment sources.
- Leadership and critical-position closure.
- Hiring against approved manpower budgets.
- Recruitment MIS accuracy and timeliness.
- Agency/vendor performance.
- Candidate experience.
- Talent pipeline strength.

Candidate ProfileEducation
- MBA / PGDM in Human Resources or equivalent qualification.
- Bachelor's degree in any discipline.
- Hotel Management qualification will be an added advantage.

Experience
- 8–12 years of experience in Talent Acquisition / Recruitment, preferably within the hospitality industry.
- Experience handling recruitment across multiple hotels/properties or a large organization.
- Experience in hiring HODs, senior management, corporate positions, and operational hospitality roles.
- Strong experience in LinkedIn recruitment, job portals, direct sourcing, and recruitment agencies.

Required Skills
- Strong end-to-end recruitment expertise.
- Excellent sourcing and headhunting skills.
- Strong knowledge of hospitality talent markets.
- Excellent communication and negotiation skills.
- Strong stakeholder management skills.
- Ability to manage multiple vacancies simultaneously.
- Robust networking and relationship-building abilities.
- Good knowledge of recruitment technology and HRMS/ATS.
- Strong analytical and reporting skills.
- Ability to work under pressure and meet aggressive recruitment deadlines.

Key Competencies
- Talent Acquisition
- Strategic Sourcing
- Stakeholder Management
- Interview & Selection
- Negotiation
- Candidate Experience
- Employer Branding
- Recruitment Analytics
- Team Management
- Problem Solving
- Communication
- Execution Excellence

Pay: From ₹80,000.00 per month

Benefits

- Food provided
- Health insurance
- Leave encashment
- Provident Fund

Work Location: In person

📌 Human Resources Manager/ Assistant Human Resources Manager - Talent Acquisition (Mumbai)
🏢 Ramee Group of Hotels
📍 Mumbai