- POSITION SUMMARY The Talent Acquisition Manager will be responsible for managing the end-to-end recruitment and talent acquisition function for the Hotel Group across corporate, hotel operations, leadership and support functions.

The role will be responsible for ensuring the availability of the right talent, at the right time and at the right cost, in line with approved manpower budgets and business requirements.

The incumbent will work closely with Corporate HR, Property General Managers, Department Heads and Business Leaders to understand manpower requirements, source suitable candidates, manage the selection process and ensure timely joining.

The role will also lead talent pipelines, employer branding, campus hiring, recruitment analytics, agency management and pre-opening manpower requirements.

- KEY RESPONSIBILITIES

A. Manpower Planning & Recruitment Strategy
- Understand annual and property-wise manpower requirements in coordination with Corporate HR and Operations.
- Develop recruitment plans based on approved manpower budgets and business expansion plans.
- Ensure recruitment is aligned with sanctioned positions and approved manpower budgets.
- Prepare hiring plans for existing properties, new openings, replacement positions and business expansion.
- Prioritise critical and business-sensitive positions.
- Develop recruitment strategies for different levels, from entry-level associates to senior management.
- Maintain an active talent pipeline for critical hotel positions.

B. End-to-End Talent Acquisition

Manage the complete recruitment cycle, including:

1. Manpower requisition
2. JD finalisation
3. Candidate sourcing
4. CV screening
5. Initial HR discussion
6. Interview coordination
7. Interview feedback
8. Salary discussion
9. Reference/background checks
10. Offer approval
11. Offer release
12. Candidate follow-up
13. Joining coordination
14. Documentation and onboarding handover

- Ensure candidates receive a professional and timely recruitment experience.
- Maintain regular communication with candidates throughout the hiring process.
- Ensure no candidate progresses to the next stage without appropriate interview feedback and approval.

C. Leadership & Critical Hiring
- Manage recruitment for critical and leadership positions such as:
- General Managers
- Hotel Managers
- HODs
- Executive Chefs
- F&B; Heads
- Sales & Marketing Heads
- Revenue Heads
- Finance Heads
- HR Heads
- Engineering Heads
- Corporate positions
- Build and maintain a strong network of hospitality professionals.
- Proactively identify passive candidates for critical positions.
- Conduct market mapping for senior and specialised roles.
- Maintain succession-oriented talent pipelines for key positions.

D. Hotel Operations Hiring

Ensure continuous recruitment support for:

Front Office

- Front Office Manager
- Duty Manager
- Reception
- Guest Relations
- Bell Desk
- Concierge

Housekeeping
- Executive Housekeeper
- Housekeeping Manager
- Supervisors
- Room Attendants
- Public Area Associates

Food & Beverage
- F&B; Manager
- Restaurant Manager
- Bar Manager
- Banquet Manager
- Stewards
- Service Associates

Culinary
- Executive Chef
- Sous Chef
- CDP
- DCDP
- Commis
- Bakery & Pastry
- Specialty Chefs

Other Functions
- Engineering
- Finance
- HR
- Sales & Marketing
- Revenue
- Security
- Purchase
- Stores
- IT

- PRE-OPENING & EXPANSION HIRING





- Develop manpower recruitment plans for new hotel openings.
- Create property-wise recruitment timelines and hiring trackers.
- Drive bulk hiring for new properties.
- Coordinate recruitment drives in different cities and locations.
- Support recruitment of local talent while ensuring required experience and skill levels.
- Coordinate pre-opening recruitment with Operations and HR teams.
- Track position-wise hiring status until the property reaches approved manpower strength.
- Ensure critical positions are closed within the agreed timelines before opening.
- Build local talent pools for upcoming properties.

- CAMPUS & INSTITUTIONAL HIRING

- Develop relationships with hotel management institutes, universities and colleges.
- Plan and execute campus recruitment drives.
- Manage recruitment of:
- Management Trainees
- Hotel Management Graduates
- Interns
- Apprentices
- Freshers
- Operational trainees
- Develop partnerships with leading hospitality institutes.
- Conduct campus presentations, interviews and selection processes.
- Build a long-term campus talent pipeline.
- Maintain a database of high-potential hospitality graduates.

- SOURCING STRATEGY

Develop multiple sourcing channels including:
- Employee referrals
- LinkedIn
- Job portals
- Hospitality recruitment platforms
- Social media
- Campus recruitment
- Recruitment agencies
- Qualified networks
- Industry references
- Hospitality institutes
- Internal talent pipeline
- Direct sourcing
- Continuously evaluate the effectiveness and cost of different sourcing channels.
- Reduce dependency on external agencies wherever an internal talent pipeline can be developed.

- RECRUITMENT AGENCY MANAGEMENT

- Identify and empanel appropriate recruitment agencies.
- Maintain a preferred agency panel by position/category.
- Negotiate recruitment fees and commercial terms.
- Monitor agency performance and candidate quality.
- Ensure agencies understand approved JDs, salary ranges and hiring requirements.
- Track agency-generated profiles and closures.
- Review agency performance periodically.
- Avoid duplicate submissions and uncontrolled agency sourcing.

- CANDIDATE ASSESSMENT & QUALITY

- Ensure candidates are assessed against defined JDs, KRAs and competency requirements.
- Conduct structured initial screening.
- Evaluate candidate experience, stability, functional competence, career progression and cultural fit.
- Ensure complete interview feedback is obtained from interviewers.
- Clearly document whether the candidate is recommended / not recommended / on hold, along with supporting feedback.
- Ensure salary, notice period and joining availability are accurately captured.
- Maintain quality standards rather than focusing only on recruitment volume.

- OFFER MANAGEMENT & JOINING

- Coordinate salary discussions within approved compensation structures.
- Obtain required approvals before releasing offers.
- Ensure offer letters are released within defined TAT.
- Maintain regular follow-up with selected candidates until joining.
- Track offer acceptance, dropouts and joining ratios.




- Identify reasons for offer decline and candidate dropouts.
- Maintain a joining tracker for all open positions.
- Ensure proper handover to HR Operations / Property HR for onboarding.

- RECRUITMENT TAT & PERFORMANCE MANAGEMENT

Establish and monitor recruitment TAT for different categories:

Position CategoryIndicative TAT

Entry-Level / Associates

7–15 days

Supervisory Positions

15–21 days

HOD Positions

21–30 days

Managerial Positions

30–45 days

Senior Leadership

45–60 days

Critical / Specialised Positions

As per business requirement

- Monitor open positions daily.
- Escalate positions exceeding agreed TAT.
- Maintain a position-wise recruitment tracker.
- Ensure regular updates to hiring managers and Corporate HR.
- Develop corrective action plans for delayed positions.

- EMPLOYER BRANDING

- Support development of the hotel's employer brand.
- Promote the organisation as an employer of choice within the hospitality industry.
- Develop recruitment communication and career content.
- Showcase employee stories, career growth opportunities and organisational culture.
- Support social media campaigns for hiring.
- Participate in hospitality job fairs and industry events.
- Build relationships with hospitality professionals and talent communities.

- RECRUITMENT ANALYTICS & MIS

Prepare and maintain regular recruitment reports covering:
- Total open positions
- Sanctioned positions
- Profiles received
- Profiles shortlisted
- Interviews conducted
- Candidates selected
- Offers released
- Offers accepted
- Candidates joined
- Offer dropouts
- Joining dropouts
- Position-wise TAT
- Source-wise hiring
- Agency performance
- Recruitment cost
- Critical vacancies
- Ageing vacancies

Prepare weekly and monthly Talent Acquisition dashboards for Corporate HR and Management.

- COST CONTROL

- Manage recruitment expenditure within approved budgets.
- Monitor agency fees and recruitment costs.
- Analyse cost per hire.
- Optimise sourcing channels based on cost and quality.
- Increase direct sourcing and employee referral hiring.
- Ensure compensation offered remains within approved salary structures.
- Escalate exceptional salary requirements for approval.

- EMPLOYEE REFERRAL PROGRAMME

- Develop and manage an effective employee referral programme.
- Communicate critical hiring requirements across the Group.
- Track referrals and conversions.
- Ensure timely referral incentive processing as per policy.
- Use employee networks to improve quality and speed of hiring.

- HRMS / ATS & PROCESS AUTOMATION

- Ensure all recruitment data is accurately maintained in the HRMS / Applicant Tracking System.
- Maintain proper candidate records and recruitment status.
- Develop standard recruitment workflows and trackers.
- Use technology and automation to improve recruitment efficiency.
- Ensure data confidentiality and appropriate access controls.
- Generate recruitment dashboards and analytics from the system.

- COMPLIANCE & GOVERNANCE

- Ensure recruitment processes comply with Group HR policies.
- Maintain proper documentation for all recruitment decisions.
- Ensure background/reference verification as applicable.
- Maintain confidentiality of candidate information and compensation data.
- Ensure no candidate is onboarded without appropriate approvals.
- Follow approved manpower and compensation structures.

📌 Talent Acquisition Manager (Kolkata)
🏢 Polo Hotels Group
📍 Kolkata