Role & responsibilities

Key Responsibilities

1. End-to-End Talent Acquisition

a) Manage the complete recruitment lifecycle, from manpower requisition and sourcing to screening, interview coordination, offer management, and onboarding. b) Understand manpower requirements from business units and develop effective recruitment plans to meet hiring needs within agreed timelines.

c) Drive timely closure of positions across junior, middle and senior management levels.

1. Recruitment Across Business Verticals

a) Handle recruitment across Textiles, Real Estate, Warehousing and Sugar business verticals. b) Manage technical and operational hiring for manufacturing units, including production, engineering, maintenance, quality, commercial, civil, finance, accounts, and other relevant functions.

c) Drive recruitment for corporate functions such as Finance, Accounts, HR, Sales & Marketing, Commercial, IT and Administration.

d) Support pan-India hiring for real estate and warehousing projects, including project, engineering, operations, business development and leasing-related roles, as applicable.

e) Coordinate recruitment requirements for the Sugar business at Raikot and other Group locations.

1. Sourcing & Talent Pipeline Development

a) Build talent pipelines through job portals, LinkedIn, employee referrals, recruitment consultants, professional networks and direct sourcing. b) Identify and engage suitable candidates from relevant industries, competitor organisations and related sectors.

c) Develop talent pools for critical, recurring and niche positions to reduce turnaround time and dependency on external consultants.

d) Explore effective sourcing channels for specialised technical, managerial and leadership roles.

1. Stakeholder & Hiring Manager Management

a) Work closely with department heads,



plant heads and senior management to understand job requirements, role expectations and candidate profiles. b) Conduct initial candidate screening and assess alignment with competencies, experience, compensation and organisational requirements.

c) Provide regular updates to hiring managers on recruitment progress, challenges and expected closure dates.

1. Recruitment MIS & Process Management

a) Maintain recruitment trackers, manpower status reports, interview feedback, offer status and joining updates. b) Monitor key recruitment metrics such as time-to-hire, cost-per-hire, offer-to-joining ratio and position closure rate.

c) Ensure adherence to approved manpower budgets, recruitment policies and internal approval processes.

d) Prepare periodic recruitment dashboards and management reports.

1. Employer Branding & Candidate Experience

a) Strengthen the Group's employer brand through skilled candidate engagement, timely communication and effective recruitment practices. b) Ensure a positive candidate experience throughout the hiring process.

c) Support campus recruitment, management trainee hiring, internships and other talent development initiatives, as required.

Required Qualifications & Experience a) MBA / PGDM in Human Resources or a relevant postgraduate qualification.

b) 57 years of relevant experience in Talent Acquisition / Recruitment.

c) Experience in manufacturing, textiles, engineering,



infrastructure, real estate, warehousing, logistics or diversified business groups will be preferred.

d) Demonstrated experience in managing multiple vacancies across different functions and locations.

e) Experience in both technical / plant hiring and corporate / managerial recruitment will be an advantage.

f) Good understanding of recruitment tools, job portals, LinkedIn sourcing and recruitment MIS.

Required Skills & Competencies a) Strong sourcing, screening, interviewing and negotiation skills.

b) Ability to manage multiple vacancies and prioritise hiring requirements effectively.

c) Excellent communication, interpersonal and stakeholder management skills.

d) Strong follow-up, coordination and execution capabilities.

e) Data-driven approach to recruitment and reporting.

f) Ability to work independently in a fast-paced, multi-business environment.

g) Willingness to coordinate with plants and business locations across India and travel occasionally, if required.

Key Performance Indicators (KPIs)

a) Timely closure of approved vacancies.

b) Quality of hire and hiring manager satisfaction.

c) Time-to-hire and recruitment cost efficiency.

d) Offer acceptance and candidate joining ratios.

e) Effectiveness of direct sourcing and talent pipeline development.

f) Accuracy and timeliness of recruitment MIS.

g) Adherence to recruitment processes and manpower budgets.

Reporting & Role Scope

Reporting to Head – Human Resources

Base Location: Nahar Group Head Office, Focal Point, Ludhiana, Punjab.

Role Scope: Recruitment across the Group's businesses and locations, including pan-India hiring requirements for warehousing and real estate projects.

Preferred candidate profile

📌 Walk-in || Talent Acquisition Specialist (Ludhiana)
🏢 NAHAR Group of Companies
📍 Ludhiana