About H.R. Polycoats

H.R. Polycoats is one of India’s leading manufacturers of PU/PVC synthetic leather, technical textiles, and knitted fabrics, supplying high-performance materials at scale to global OEMs and manufacturers. Established in 1995, the company has grown steadily and expanded into a wide range of engineered materials, including non-woven products, velour, insole and cellulose boards, footwear components, and circular and warp knitted fabrics.

HR Polycoats serves key industries such as automotive, footwear, furnishing, and sports/leather goods, supported by advanced manufacturing capabilities and backward integration. The organization maintains strict quality standards, holding ISO 9001:2015 and IATF 16949:2016 certifications, and offers robust in-house capabilities across R&D;, design, production, digital printing, quality control, and customer support.

You can expect to work in a growth-oriented, quality-focused environment with diverse product lines and global customer reach. With a workforce of over 700 employees and expanding manufacturing and business operations, the company is focused on strengthening its organisational capabilities, building professional teams and establishing structured HR systems.

Position Overview

We are looking for an experienced and proactive Head of Talent Acquisition & Recruitment to lead the company's recruitment function.

The individual will be responsible for developing and implementing recruitment strategies, managing end-to-end hiring processes, building a strong talent pipeline and ensuring timely recruitment of suitable candidates across manufacturing, technical, managerial and corporate functions.

The role requires someone who can independently manage recruitment operations, understand workforce requirements, establish structured hiring processes and work closely with department heads and senior management.

The ideal candidate should have experience in manufacturing or industrial organisations and the ability to manage both high-volume blue-collar recruitment and specialised white-collar hiring.

Key Responsibilities1.

Recruitment

Strategy and Workforce Planning

- Develop and implement the company's overall recruitment strategy.
- Work with department heads and management to understand current and future manpower requirements.
- Prepare annual and periodic recruitment plans.
- Identify critical positions and develop hiring strategies for specialised and senior-level roles.
- Establish recruitment budgets, timelines and hiring priorities.
- Maintain a structured manpower requisition and approval process.

2. End-to-End Recruitment Management
- Manage the complete recruitment lifecycle, from identifying candidates to onboarding.
- Develop effective sourcing strategies through job portals, recruitment agencies, employee referrals, consultants,



campus placements and professional networks.
- Screen applications, shortlist candidates and coordinate interviews.
- Conduct initial HR interviews and assess candidate suitability.
- Coordinate technical and managerial interview rounds with relevant department heads.
- Manage salary negotiations, offer approvals and offer rollouts.
- Maintain candidate databases and recruitment records.
- Ensure timely follow-ups and minimise candidate drop-offs.

3. Blue-Collar and Manufacturing Workforce Recruitment
- Develop effective recruitment channels for factory workers, operators, technicians, supervisors and other manufacturing personnel.
- Build relationships with local recruitment consultants, ITIs, vocational institutes and workforce sourcing agencies.
- Manage high-volume recruitment requirements.
- Establish a reliable pipeline for skilled, semi-skilled and unskilled manpower.
- Monitor absenteeism-related manpower requirements and coordinate replacement hiring.
- Ensure proper verification and documentation of recruited personnel.

4. White-Collar and Management HiringA. Lead recruitment for departments including:

- Production and manufacturing
- Quality assurance and quality control
- Research and development
- Automotive division
- Sales and marketing
- Finance and accounts
- Supply chain and procurement
- Human resources
- Administration

B. Handle recruitment for managerial, leadership and specialised technical positions. C. Identify suitable candidates through targeted sourcing and professional networks.

D. Build talent pipelines for critical positions.

- Recruitment Process Development and Standardisation
- Establish standard operating procedures for recruitment.
- Introduce structured interview formats and candidate evaluation scorecards.
- Develop standard job descriptions for all departments.
- Establish clear recruitment approval hierarchies.
- Implement an applicant tracking system (ATS) or suitable recruitment management software.
- Maintain recruitment trackers and management dashboards.
- Standardise candidate documentation, interview feedback and offer management.
- Develop recruitment policies and guidelines.

6. Employer Branding and Candidate Experience
- Work with the HR and brand teams to strengthen the company's employer brand.
- Improve the company's presence on LinkedIn and relevant job portals.
- Develop professional job advertisements and recruitment communication.




- Ensure a professional and timely candidate experience.
- Build relationships with educational institutions and industry networks.
- Develop employee referral programmes.

7. Recruitment Analytics and Performance Management
- Track recruitment performance through measurable KPIs.
- Monitor time-to-fill, cost-per-hire, offer acceptance rate and joining ratio.
- Analyse recruitment bottlenecks and candidate drop-offs.
- Monitor recruitment agency performance.
- Prepare weekly and monthly recruitment reports for management.
- Identify opportunities to improve recruitment efficiency and hiring quality.

8. Team Management and Stakeholder Coordination
- Build and manage the recruitment team, if any.
- Allocate hiring responsibilities and monitor individual performance.
- Guide recruitment executives and coordinators.
- Manage external recruitment agencies and consultants.
- Work closely with department heads to ensure hiring requirements are clearly defined.
- Provide regular recruitment updates to senior management.
- Ensure accountability and timely closure of open positions.

Candidate Requirements
- 8–12 years of experience in recruitment or talent acquisition, preferably with manufacturing or industrial organisations.
- Demonstrated experience managing both blue-collar and white-collar recruitment.
- Experience in bulk hiring and specialised technical recruitment.
- Proven ability to independently manage end-to-end recruitment operations.
- Experience hiring for production, quality, engineering, R&D;, sales and managerial positions.
- Robust knowledge of recruitment channels, job portals and sourcing techniques.
- Experience managing recruitment agencies and consultants.
- Understanding of recruitment software and applicant tracking systems.
- Strong negotiation, communication and stakeholder management skills.
- Ability to develop recruitment processes, policies and performance dashboards.
- Strong organisational and team leadership capabilities.

An MBA in Human Resources, postgraduate qualification in HR or equivalent professional experience would be preferred.

Key Performance Indicators (KPIs)The individual will be evaluated on:

- Timely closure of approved vacancies.
- Quality and suitability of candidates hired.
- Time-to-fill and cost-per-hire.
- Offer acceptance and joining ratios.
- Effectiveness of blue-collar and bulk recruitment.
- Recruitment process compliance and documentation.
- Development and maintenance of a talent pipeline.
- Recruitment team productivity.
- Hiring manager satisfaction.
- Employee retention during the initial 90 days.

Reporting Structure

Reporting to: Head of HR

Department: Human Resources – Talent Acquisition

Location: Bahadurgarh, Haryana

Employment Type: Full-time

📌 Head – Talent Acquisition & Recruitment (Bahadurgarh)
🏢 HR Polycoats Private
📍 Bahadurgarh