Company: Koovers
Department: Human Resources
Designation: Manager – Talent Acquisition & Manpower Planning
Experience: 7–12 years (indicative)
Role Focus: Manpower Planning, Talent Acquisition, Bulk Hiring & Onboarding

1. Role Purpose

To own and drive the complete manpower lifecycle at Koovers, from workforce planning and manpower requisition to talent acquisition, offer management and successful employee onboarding.

The role will be responsible for ensuring timely availability of quality talent across business functions and locations, with a strong focus on bulk hiring, recruitment efficiency, process standardisation, technology adoption and automation.

The incumbent will partner closely with business leaders to translate business growth plans into actionable manpower strategies and build a scalable, technology-driven recruitment and onboarding framework.

2. Key ResponsibilitiesA. Manpower Planning & Workforce Management

- Partner with business heads and functional managers to understand current and future manpower requirements.
- Drive annual, quarterly and monthly manpower planning aligned with business growth and expansion plans.
- Develop and maintain manpower budgets, approved headcount and hiring plans.
- Monitor sanctioned strength, actual headcount, vacancies and manpower gaps across locations and functions.
- Establish a structured manpower requisition and approval process.
- Review manpower utilisation and hiring priorities with business stakeholders.
- Develop manpower dashboards and periodic reports to support business decisions.
- Ensure hiring is aligned with approved budgets and business priorities.

B. Talent Acquisition & Bulk Hiring

- Own end-to-end talent acquisition across corporate, sales, warehouse, supply chain, operations and frontline roles.
- Drive high-volume and bulk recruitment to support business expansion and operational requirements.
- Develop effective sourcing strategies through job portals, employee referrals, recruitment consultants,



walk-ins, social media and local talent networks.
- Build sustainable talent pipelines for critical and recurring positions.
- Partner with hiring managers to understand role requirements, define selection criteria and establish hiring timelines.
- Drive interview coordination, candidate evaluation, selection, compensation discussions and offer management.
- Ensure timely closure of open positions within agreed recruitment turnaround times.
- Improve offer acceptance and joining conversion ratios.
- Track recruitment productivity, sourcing effectiveness, cost per hire and quality of hire.
- Build and maintain recruitment MIS, dashboards and hiring performance reports.
- Establish recruitment processes and standard operating procedures across locations.

C. Offer Management & Onboarding

- Own the candidate journey from offer acceptance to successful joining.
- Drive structured pre-joining engagement to minimise candidate dropouts and offer declines.
- Ensure timely release of offer letters and completion of joining formalities.
- Coordinate with business teams and relevant stakeholders to ensure readiness for new employee onboarding.
- Establish standardised onboarding checklists, documentation and induction processes.
- Ensure timely employee data creation and onboarding updates in HRMS.
- Drive a consistent and seamless joining experience across locations.
- Track offer-to-joining ratios, onboarding completion and early-stage joining attrition.

D. Systems, Automation & Process Excellence

- Drive adoption and effective utilisation of ATS and HRMS platforms.




- Identify opportunities to automate manpower requisitions, approval workflows and recruitment processes.
- Digitise candidate tracking, interview scheduling, offer management and onboarding documentation.
- Develop centralised dashboards for manpower planning, recruitment progress and onboarding metrics.
- Improve recruitment process visibility through system-driven tracking and reporting.
- Standardise workflows to reduce manual intervention, duplication and turnaround time.
- Continuously identify and implement technology-led process improvements.

Desired Candidate Profile

- 7–12 years of overall HR experience, with strong expertise in Talent Acquisition.
- Proven experience in managing bulk and volume hiring across multiple locations.
- Strong understanding of manpower planning, workforce budgeting and headcount management.
- Experience in managing recruitment across sales, operations, warehouse, supply chain and corporate functions.
- Hands-on experience with ATS, HRMS and recruitment automation tools.
- Strong analytical skills with the ability to develop and interpret recruitment and manpower dashboards.
- Excellent stakeholder management, communication and execution capabilities.
- Ability to work in a fast-paced, high-growth business setting.
- Demonstrated ability to build scalable recruitment processes and drive continuous improvement.

Pay: ₹1,400,000.00 - ₹1,800,000.00 per year

Benefits:

- Health insurance
- Leave encashment
- Paid sick time
- Paid time off
- Provident Fund

Ability to commute/relocate:

- Banashankari, Bengaluru, Karnataka: Reliably commute or planning to relocate before starting work (Preferred)

Application Question(s):

- Total Experience into Talent acquisition especially Bulk Hiring
- Have you handled PAN India Hiring
- Which software have you used for Hiring Process
- Current Location
- Current CTC
- Notice Period

Work Location: In person

📌 Manager – Talent Acquisition & Manpower Planning (Banashankari)
🏢 KOOVERS
📍 Banashankari