Assistant Talent Acquisition Manager

Job Title

1. End to End Recruitment

• Understand workforce demand / headcount planning by coordinating with plant heads, operations, engineering, quality, maintenance, R&D, etc.
• Translate manpower requirements into recruitment requisitions, job descriptions, and job specifications.
• Source, screen, shortlist, interview, select, negotiate offers, and manage onboarding for all levels (technician, operator, shift staff, supervisors, technical staff, and mid management roles).

2. Sourcing & Talent Pipeline Development

• Use multiple sourcing channels: job portals, campus recruitment, social media, referrals, industry associations, trade fairs, internal transfers.
• Identify difficult to fill and critical roles (for example highly skilled technical / engineering / leadership roles) and proactively build pipelines.
• Maintain relationships with technical colleges, vocational training institutes, and other institutions for entry level hiring.

3. Stakeholder Management

• Work closely with line managers, department heads, plant managers to understand their hiring needs, timelines, skill requirements, and constraints.
• Act as a consultant/advisor to hiring managers on candidate expectations, compensation benchmarking, and hiring best practices.
• Coordinate with HR Business Partners, legal, compliance, and compensation teams as needed.

4. Candidate Experience & Employer Branding

• Ensure a positive, professional, and efficient candidate experience from first contact through onboarding.
• Promote the companys employer value proposition, culture, safety standards, etc. especially in manufacturing context (e.g., safety, shift work, working conditions).
• Represent the company at job fairs, campus drives, industry meetps, etc.

5. Data, Reporting & Metrics

• Maintain recruitment dashboards: timetofill, costperhire, quality of hire, offer acceptance rate, source effectiveness, attrition, etc.
• Analyze trends (skill shortages, turnover, productivity) and propose improvements.
• Forecast hiring needs (seasonal/shift trends, attrition) to avoid last minute rushes.

6. Process Improvement & Tools / Systems

• Improve and standardize recruitment processes, workflows, and hiring policies in line with industrial/manufacturing demands (e.g., shift staffing, safety clearances).
• Use Applicant Tracking Systems (ATS) / HRIS; ensure data accuracy and compliance.
• Explore and adopt technology or automation for sourcing, screening, interview scheduling etc.

7. Compliance, Safety & Labor Law Adherence

• Ensure all hiring practices comply with labor laws, factory regulations, safety & health requirements, union or statutory constraints (if applicable).
• Maintain documentation for audits, employability checks, background checks, safety trainings before deployment.

8. Team Leadership & Support

• If theres a team of recruiters / TA specialists, assist in supervising, mentoring, training them.
• Allocate workload, monitor performance, help in capacity planning.
• Help in building skills in the team for technical/engineering hiring, behavioural interviews etc.

Qualifications & Experience

• Education

  : Bachelors degree requiredpreferably in Human Resources, Business Administration, Industrial Engineering or related field. MBA (HR) or postgraduate degree is a plus.

• Experience

  : Usually 5- 8 years of progressively responsible experience in recruitment / talent acquisition; experience in manufacturing or industrial sector preferred. Experience with high volume hiring (operators, technicians etc.) is a strong advantage.

• Technical Knowledge / Tools

  : Familiarity with Applicant Tracking Systems (ATS), HRIS, sourcing tools, job portals; knowledge of technical roles (engineering, operations) hiring.

• Skills

  :
• Strong communication & stakeholder management skills.
• Good negotiation skills (salary, joining terms etc.).
• Analytical mindset capable of tracking metrics, forecasting, improving processes.
• Ability to work in a fast paced environment, manage multiple requisitions, meet deadlines.
• Leadership / mentorship skills (if managing others).

• Behavioral Competencies

  :
• Integrity & confidentiality.
• Adaptability to manufacturing cycles (shift hiring, last minute demand).
• Teamwork and collaboration.
• Safety awareness and compliance sensitivity.

Nice to have / Preferred

• Prior experience in safety / industrial compliance hiring.
• Experience working in union environments or with contractual workers.
• Exposure to workforce planning, succession planning.
• Familiarity with local labor laws, statutory obligations specific to manufacturing.
• Experience in campus recruitment, apprenticeship programs or trade school liaison.

KPIs / Performance Metrics

• Time to fill (by function / level)
• Cost per hire
• Quality of hire (performance of hires after a given period)
• Offer acceptance rate
• Retention rate / early turnover (say within first 6 months)
• Sourcing channel effectiveness
• Hiring forecast accuracy
• Compliance (audit pass, safety, legal)