Head Recruitment

Key Responsibilities

1. Recruitment Strategy & Planning

• Develop and implement a comprehensive recruitment strategy aligned with business growth, hotel expansion, and manpower planning.
  
• Forecast manpower requirements for all hotels and corporate functions in collaboration with business heads and HRBP teams.
  
• Create and maintain recruitment dashboards, hiring plans, and monthly/quarterly hiring targets.
  

2. Talent Acquisition Operations

• Lead the end-to-end recruitment process across all levelsleadership, management, operational, seasonal, and pre-opening hiring.
  
• Ensure all hiring processes adhere to approved HR policies, organizational structures, and workforce budgets.
  
• Oversee job postings, candidate screening, competency-based interviews, assessments, and negotiation.
  
• Establish SLAs for recruitment cycle time and ensure timely closures for all critical positions.
  

3. Leadership Hiring

• Drive senior-level recruitment including GMs, CXOs, HODs, and specialized hospitality roles.
  
• Build long-term talent pipelines and maintain succession-ready talent pools.
  
• Liaise with top-tier institutes, hospitality schools, and industry networks.
  

4. Team Leadership & Capability Building

• Lead and mentor the recruitment team to ensure high performance, process discipline, and consistent delivery.
  
• Conduct training for hiring managers on interview skills, selection standards, and behavioral assessments.
  
• Implement accountability metrics and performance review mechanisms for recruitment staff.
  

5. Vendor & External Partner Management

• Manage relationships with recruitment agencies, consultants, and campus partners.
  
• Evaluate performance of external partners and negotiate commercial terms as required.
  
• Ensure compliance with service-level expectations and optimize recruitment costs.
  

6. Employer Branding

• Strengthen the employer brand through digital platforms, recruitment campaigns, and social media initiatives.
  
• Drive presence at career fairs, hospitality institute engagements, and industry forums.
  
• Ensure consistent communication of the brand value proposition to potential candidates.
  

7. Compliance & Governance

• Ensure all recruitment processes adhere to company policies, HR SOPs, and statutory norms.
  
• Drive documentation accuracy including interview evaluation forms, approval notes, offer letters, and onboarding files.
  
• Ensure strict adherence to manpower approval workflows and cost controls.
  

8. Reporting & Analytics

• Generate recruitment MIS reports, attrition analysis, manpower gap reports, and hiring status updates for management review.
  
• Use data analytics to identify hiring trends, process bottlenecks, and improvement opportunities.
  

9. Stakeholder Management

• Partner with Operations Heads, Unit HR Managers, and Corporate HR for manpower planning and hiring decisions.
  
• Provide strategic hiring guidance to business leaders and maintain transparent communication on hiring progress.