Lead – Talent Acquisition | Manufacturing | Mumbai

Location:
Mumbai – Corporate Office (with travel to plant locations) Reports to: Chief Human Resources Officer (CHRO)

Experience:
10–15 years in Talent Acquisition, incl. 4–5 years leading TA for a manufacturing organisation Qualification: MBA / PGDM in Human Resources (full time preferred) Employment Type: Full-time, Permanent About Our Client Our client is a leading manufacturing company. Role Purpose The TA Lead will own end-to-end talent acquisition for corporate, plant and leadership roles, reporting directly to the CHRO, and build a scalable, data-driven hiring engine that supports the company's growth and capacity expansion.

Key Responsibilities
• Talent strategy: Design and execute the annual TA strategy aligned with business plans, capacity expansion and workforce planning, in partnership with the CHRO and business heads.
• End-to-end hiring: Own requisition, sourcing, screening, interviews, salary negotiation, offer management and onboarding for corporate, plant and leadership roles.
• Plant & niche hiring: Build pipelines for production and process engineering, plant operations, automation, maintenance, quality, EHS, R&D;, supply chain and technical sales.
• Leadership hiring:



Partner with the CHRO on senior and leadership hiring, including headhunting, assessment and closure of critical positions.
• Sourcing: LinkedIn, Naukri and job boards, referrals, social media, headhunting and recruitment partners; location-based staffing plans for corporate and plant sites.
• Campus & institute connect: Engineering colleges, technical institutes, ITIs and B-schools; recruitment drives and job fairs.
• Employer branding: Strengthen employer brand and social-media hiring presence.
• Team & vendor management: Lead and develop the recruitment team; manage agencies and consultants against SLAs and commercials.
• Process & technology: Implement and optimise ATS and recruitment automation; standardise JDs, interview processes and approvals.
• Analytics: Dashboards and MIS on time-to-fill, cost-per-hire, offer-to-join ratio, source mix, quality of hire and diversity; audit-ready hiring data.
• Budget: Plan and monitor recruitment budget, agency spend and referral payouts.
• Stakeholder management: Single point of contact for hiring managers; smooth candidate experience and pre-joining engagement.

📌 Lead – Talent Acquisition | Manufacturing | Mumbai
🏢 N Human Resources & Management Systems
📍 Mumbai