Role Overview

We are looking for a strategic and hands-on HR Lead to lead the organization's talent acquisition strategy across multiple business verticals. The role will be responsible for building a high-performing workforce, partnering with business leaders on critical talent requirements, strengthening hiring processes, and driving talent strategies aligned with the organization's growth plans. The ideal candidate will have strong experience in agency, advertising, digital, media, creative, technology, or high-growth environments, with the ability to balance strategic workforce planning with hands-on execution.

Responsibilities

- Key Responsibilities

Talent Acquisition & Workforce Strategy

- Own and lead the end-to-end Talent Acquisition strategy across Creative, Strategy, PR, Technology, Client Servicing, Business Development, Content, Performance Marketing, Finance, and Corporate Functions.
- Partner with the leadership team and business heads to understand current and future workforce requirements and translate business plans into effective talent strategies.
- Develop workforce plans, hiring forecasts, talent pipelines, and succession-oriented talent strategies for critical functions.
- Lead hiring for senior, leadership, niche, and business-critical positions.
- Build a strong and sustainable talent pipeline to support organizational growth.

Leadership & Stakeholder Management

- Act as a strategic talent partner to CXOs, business heads, functional leaders, and hiring managers.
- Establish strong relationships with senior stakeholders and influence hiring decisions through data, market insights, and talent intelligence.
- Drive alignment on manpower plans, hiring priorities, budgets, compensation benchmarks, and recruitment timelines.
- Provide leadership with regular insights on hiring trends, talent availability, compensation, competition, and market dynamics.

Recruitment Operations & Governance

- Oversee the complete recruitment lifecycle, including sourcing, screening, assessments, interviews, offer management, compensation negotiations,



and onboarding.
- Establish standardized recruitment processes, governance frameworks, SLAs, and best practices across functions.
- Improve time-to-hire, quality-of-hire, offer-to-joining ratio, and overall recruitment efficiency.
- Ensure a consistent and positive candidate experience across all stages of hiring.
- Drive effective offer management and candidate engagement to maximize joining conversions.

Talent Mapping & Market Intelligence

- Lead talent mapping and competitor talent intelligence across key functions and markets.
- Develop talent pools for recurring, niche, and leadership positions.
- Track industry hiring trends, compensation benchmarks, talent movement, and emerging skill requirements.
- Build proactive hiring strategies for future business needs rather than relying solely on reactive recruitment.

Team Leadership

- Lead, mentor, and develop the Talent Acquisition team to build a high-performing recruitment function.
- Define team goals, hiring targets, performance metrics, and accountability frameworks.
- Coach recruiters on sourcing strategy, stakeholder management, candidate assessment, negotiation, and closure.
- Build a culture of ownership, collaboration, speed, and quality within the TA function.

Employer Branding & Talent Engagement

- Drive employer branding initiatives to strengthen Grapes Worldwide's positioning as an employer of choice.
- Partner with internal teams to develop talent attraction campaigns, employee value propositions, and external talent engagement initiatives.
- Strengthen relationships with industry professionals, passive candidates, talent communities, institutions, and skilled networks.

Data,



Analytics & Process Excellence

- Establish and monitor key Talent Acquisition metrics including:
- Time-to-hire
- Time-to-fill
- Quality-of-hire
- Offer acceptance rate
- Offer-to-joining conversion
- Source effectiveness
- Cost-per-hire
- Hiring funnel performance
- Present regular recruitment dashboards and business insights to leadership.
- Identify gaps and continuously improve recruitment processes, technology, sourcing channels, and candidate engagement practices.
- Drive adoption and optimization of ATS, recruitment platforms, LinkedIn Recruiter, Naukri, referral programs, and other talent acquisition tools.

Key Result Areas (KRAs)

- Successful and timely closure of critical positions across business verticals.
- Strong quality of hire and alignment with business requirements.
- Improved offer acceptance and joining conversion rates.
- Reduction in overall time-to-hire and recruitment turnaround time.
- Development of strong talent pipelines for critical and recurring roles.
- Effective workforce planning and talent forecasting.
- High stakeholder satisfaction and strong partnership with business leaders.
- Improved recruitment team productivity and performance.
- Strong employer brand and candidate experience.
- Accurate and data-driven Talent Acquisition reporting and governance.
- Continuous improvement of recruitment processes and hiring effectiveness.

Qualifications

- 8–12+ years of experience in Talent Acquisition, Recruitment, HR, or People functions, with significant leadership experience.

Required Skills

- Prior experience in Advertising, Marketing, Digital, Media, Creative, Technology, Agency, or other high-growth environments will be highly preferred.
- Proven experience leading end-to-end Talent Acquisition strategy and operations.
- Strong experience partnering with CXOs, business heads, functional leaders, and senior stakeholders.
- Experience managing and mentoring a Talent Acquisition/recruitment team.
- Strong expertise in senior

📌 Head of Human Resources (Delhi)
🏢 Grapes Worldwide
📍 Delhi