Job Description
Head of Talent Acquisition (Head TA) Location
- Bangalore Experience
- 15
- 20years Team Managing
- 70+ Position Overview The Head of Talent Acquisition will lead the organization’s talent acquisition strategy, workforce planning, talent forecasting, and large-scale hiring initiatives to support business growth and project delivery. This role will work closely with business leaders, delivery heads, sales, finance, and senior management to anticipate talent demand, build scalable recruitment capabilities, support new business opportunities, and ensure timely deployment of talent across projects. The role goes beyond traditional recruitment and requires a strategic business partner who can translate business plans and project pipelines into actionable workforce strategies, build talent supply ahead of demand, and drive execution excellence across the entire talent acquisition lifecycle.

Key Responsibilities
1. Strategic Workforce Planning & Talent Forecasting
• Develop and execute a comprehensive workforce planning strategy aligned with organizational growth, business priorities, revenue targets, and project pipelines.
• Partner with business, sales, delivery, and finance leaders to forecast talent requirements based on confirmed projects, anticipated business opportunities, ramp-up plans, and attrition trends.
• Build rolling workforce forecasts across skills, experience levels, geographies, and business units.
• Establish a structured demand-planning process to identify future hiring requirements, critical skill gaps, and talent availability risks.
• Translate business forecasts into actionable hiring plans, resource allocation strategies, and recruitment capacity requirements.
• Develop scenario-based workforce plans for different business growth and project conversion scenarios.
• Monitor forecast accuracy and continuously refine workforce planning methodologies. 2. Headcount Scaling & Recruitment Strategy
• Lead large-scale and rapid headcount ramp-ups to support new projects, client wins, business expansion, and organizational growth.
• Develop scalable recruitment strategies to meet aggressive hiring targets without compromising quality, cost, or candidate experience.




• Build talent pipelines for critical and high-demand roles ahead of confirmed hiring requirements.
• Design recruitment models that combine internal TA teams, recruitment partners, employee referrals, talent communities, and other sourcing channels.
• Establish hiring capacity plans, recruiter productivity benchmarks, and resource allocation models to support fluctuating business demand.
• Drive proactive talent mapping, market intelligence, competitor talent analysis, and skills availability assessments.
• Develop strategies for niche skill hiring, leadership recruitment, bulk hiring, and geographically distributed hiring. 3. Project Staffing & Execution Excellence
• Own end-to-end talent mobilization for new and existing projects, from demand validation and hiring strategy through candidate selection, offer management, onboarding, and deployment.
• Partner with project managers, delivery leaders, and resource management teams to ensure timely fulfillment of project staffing requirements.
• Create project-wise hiring plans with defined milestones, ownership, dependencies, and escalation mechanisms.
• Monitor hiring progress against project timelines and proactively address risks related to talent shortages, delayed hiring, offer dropouts, and joining ratios.
• Drive effective prioritization of critical project roles and manage recruitment capacity across competing business requirements.
• Establish governance mechanisms for tracking hiring commitments, deployment readiness, and workforce ramp-up progress.
• Ensure recruitment execution is aligned with client expectations, project SLAs, and business delivery timelines. 4. Talent Acquisition Operations & Governance
• Lead and develop a high-performing TA organization with clear accountability across business units, functions, and geographies.
• Define standardized recruitment processes, operating models, service-level agreements, and performance metrics.




• Establish dashboards and management reporting for hiring demand, pipeline health, time-to-fill, cost-per-hire, offer-to-join ratio, recruiter productivity, and forecast accuracy.
• Drive data-led decision-making through regular reviews of hiring performance, bottlenecks, and improvement opportunities.
• Optimize recruitment costs while balancing hiring speed, quality, and scalability.
• Build effective partnerships with external recruitment agencies, executive search firms, and workforce solutions providers.
• Leverage recruitment technology, automation, analytics, and AI-enabled solutions to improve operational efficiency and decision-making.
• Ensure compliance with applicable employment regulations, hiring policies, and internal governance standards. 5. Stakeholder Management & Business Partnership
• Act as a strategic talent advisor to the leadership team, providing insights into workforce availability, hiring risks, talent market trends, and growth readiness.
• Build solid partnerships with business heads, sales leaders, delivery teams, finance, HR, and resource management.
• Lead regular workforce planning and recruitment governance meetings to review demand, hiring progress, project readiness, and emerging risks.
• Challenge unrealistic hiring assumptions and align business expectations with actual market conditions and recruitment capacity.
• Communicate hiring risks, dependencies, and mitigation plans to senior leadership.
• Influence business decisions through talent intelligence, workforce analytics, and data-backed recommendations. 6. Team Leadership & Capability Building
• Build, mentor, and lead a strong TA leadership team with clear ownership of hiring delivery and strategic workforce initiatives.
• Develop recruiter capability in strategic sourcing, market mapping, stakeholder management, analytics, and bulk hiring execution.
• Establish performance management frameworks, productivity benchmarks, and capability development plans.
• Foster a culture of accountability, collaboration, continuous improvement, and customer-centric recruitment.
• Develop succession plans and leadership capability within the TA function. Please share your resume in case interested

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