Role: Chief Manager - HR (Alternate TA & Hire-Train-Deploy Programs)

Job location: Goregaon East

Position Summary

Tata AIG is seeking a highly motivated and cutting-edge Senior Manager/Chief Manager Alternate Talent Acquisition & Hire-Train-Deploy Programs to lead strategic talent sourcing initiatives beyond traditional recruitment channels.

The role will focus on building sustainable talent pipelines through Hire-Train-Deploy (HTD) models, educational institution partnerships, Skill India initiatives, workforce development programs, vocational academies, and other non-traditional talent ecosystems.

The incumbent will drive talent acquisition through alternate channels, establish strategic partnerships with universities and training institutes, collaborate with technology and business teams to identify future workforce needs, and strengthen Tata AIG's employer brand in emerging talent segments. This role is critical in creating scalable and cost-effective talent solutions to support the organization's growth agenda.

Key Responsibilities

Alternate Talent Acquisition Strategy

- Design and execute a comprehensive alternate talent acquisition strategy aligned with Tata AIG's workforce requirements.
- Build talent pipelines through non-traditional hiring channels, including:
- Hire-Train-Deploy (HTD) partners

- Skill India ecosystem
- NSDC-affiliated institutions

- Vocational training centers

- Sector Skill Councils

- Apprenticeship programs
- Government-sponsored employability initiatives
- Return ship and second-career programs
- Develop innovative sourcing models to reduce dependency on conventional recruitment channels.

Hire-Train-Deploy (HTD) Programs

- Establish partnerships with institutions such as Manipal, NIIT, TalentSprint, Centum Learning, and other industry-relevant academies.
- Design and implement end-to-end HTD programs for insurance,



operations, customer service, sales, analytics, digital, and technology functions.
- Collaborate with learning partners to develop customized curriculum aligned with business requirements.
- Monitor quality, productivity, conversion rates, and retention of HTD hires.

Campus & Institution Partnerships

- Build strategic relationships with education providers, universities, colleges, business schools, and skill-development institutions.
- Identify emerging talent pools in Tier-2 and Tier-3 locations.
- Create long-term talent pipelines through structured engagement programs.
- Lead campus hiring initiatives for identified talent segments.

Workforce Development & Talent Pipeline Creation

- Work closely with business leaders, HRBPs, and Learning teams to forecast future skill requirements.
- Develop scalable workforce solutions addressing business growth and skill shortages.
- Drive apprenticeship, internship, and graduate trainee programs.

Technology Hiring & Emerging Skills

- Partner with Technology and Digital functions to identify talent requirements in:

- Digital transformation

- Analytics

- Automation

- AI and emerging technologies
- Product and platform support functions
- Build innovative sourcing channels for technology talent through academic and skill-development ecosystems.

Employer Branding

- Enhance Tata AIG's employer value proposition across educational institutions and alternate talent ecosystems.




- Represent the organization at campus events, industry forums, skill-development conferences, and employability initiatives.
- Drive branding campaigns to position Tata AIG as an employer of choice among emerging talent segments.

Stakeholder Management

- Collaborate with internal stakeholders across HR, Learning, Technology, Operations, and Business Functions.
- Manage external partners, training vendors, educational institutions, and government agencies.
- Drive governance and performance reviews with partner organizations.

Analytics & Reporting

- Track and report key hiring metrics including:

- Cost per hire

- Time to hire

- Source effectiveness

- Conversion rates

- Quality of hire

- Retention rates
- Generate insights and recommendations for continuous improvement.

Key Success Measures

- Percentage of hiring fulfilled through alternate talent channels.
- Success and scalability of Hire-Train-Deploy programs.
- Cost optimization versus traditional hiring methods.
- Quality and retention of alternate-source hires.
- Number and effectiveness of institutional partnerships.
- Employer branding impact across identified talent segments.

Education Qualification

Mandatory

- MBA/PGDM in Human Resources from a Premier Institute (Tier-1/Tier-2 Business School).

Preferred

- Certifications in Talent Acquisition, Workforce Planning, Employer Branding, or Learning & Development.

Experience

- 4-8 years of relevant experience in:

- Talent Acquisition

- Alternate Talent Sourcing
- Hire-Train-Deploy Programs

- Campus Recruitment

- Workforce Development Initiatives

- Skill Development Ecosystem Engagement
- Experience in managing partnerships with educational institutions, training providers, or skill-development organizations will be highly preferred.

📌 Chief Manager - Human Resource (Mumbai)
🏢 TATA AIG General Insurance Company
📍 Mumbai