Job Description – Talent Acquisition & People Development Manager
Location: Chennai
Work Mode: Work from Office – Monday to Saturday
Department: Human Resources
Experience: 6–10 Years
Salary: Up to ₹50,000 per month
Industry Preference: HealthTech, E-commerce, Pharma, Healthcare, Retail or Startup preferred
Role Overview
We are looking for an experienced Talent Acquisition & People Development Manager to own end-to-end recruitment and key employee experience initiatives across the organisation.
The role will be responsible for hiring across IT, Non-IT, Blue-Collar and Grey-Collar functions, along with pre-onboarding, onboarding, new joinee engagement, performance management coordination, employee pulse surveys, Training Needs Identification (TNI) and Learning & Development (L&D).
The person will work closely with business leaders, department heads and employees to understand business requirements, build talent pipelines, improve the employee experience and strengthen people processes.
This role requires strong ownership, execution, communication and the ability to manage multiple HR processes independently in a fast-paced business environment.
Key Responsibilities1. End-to-End Talent Acquisition
- Manage the complete recruitment cycle, from understanding hiring requirements to offer release and joining.
- Handle hiring across Technology, Product, Sales, Operations, Customer Support, Finance, HR and other business functions.
- Manage IT, Non-IT, Blue-Collar and Grey-Collar hiring.
- Handle volume hiring, niche positions and leadership-level recruitment.
- Ensure timely closure of vacancies without compromising on candidate quality.
2. Workforce Planning & Stakeholder Management
- Work closely with department heads and hiring managers to understand current and future manpower requirements.
- Prepare hiring plans, recruitment priorities and closure timelines.
- Follow up with hiring managers to ensure timely interview feedback and hiring decisions.
- Provide regular updates on hiring progress, challenges and expected joining dates.
- Maintain clear accountability for every open position.
3. Talent Sourcing & Recruitment Strategy
- Build and maintain a strong talent pipeline through job portals, LinkedIn, employee referrals, consultants, direct sourcing and other channels.
- Identify suitable talent pools and explore new sourcing strategies.
- Build relationships with colleges, recruitment agencies and industry networks.
- Improve the quality and effectiveness of sourcing channels.
- Strengthen employee referral and employer branding initiatives.
4. Pre-Onboarding, Onboarding & New Joinee Experience
- Own the pre-onboarding process, including candidate communication, document collection, joining confirmation and coordination with internal teams.
- Ensure a smooth and structured onboarding experience for every new employee.
- Coordinate induction programmes, joining formalities, system access, department introductions and policy communication.
- Track and manage the new joinee experience from the first month through the sixth month.
- Conduct regular check-ins at key milestones, such as 30, 60, 90 and 180 days.
- Gather feedback from new joinees and identify concerns relating to role clarity, manager support, work environment and overall experience.
- Coordinate with reporting managers to address onboarding gaps and improve employee integration.
- Monitor early attrition and recommend corrective actions.
5. Performance Management System (PMS)
- Participate in the planning and execution of the Performance Management System.
- Coordinate performance review cycles, self-assessments, manager evaluations and feedback discussions.
- Follow up with managers and employees to ensure timely completion of performance reviews.
- Maintain PMS trackers and review records.
- Support the identification of performance gaps and development requirements.
- Coordinate with HR and business leaders on performance improvement and employee development initiatives.
6. Employee Engagement & Pulse Surveys
- Plan and conduct periodic employee pulse surveys to understand employee satisfaction, engagement and workplace concerns.
- Analyse survey responses and identify common themes and improvement areas.
- Share relevant insights with HR and business leaders.
- Coordinate action plans based on employee feedback.
- Track action closure and follow up to ensure that feedback is translated into meaningful improvements.
7. Training Needs Identification (TNI) & Learning and Development
- Coordinate Training Needs Identification across departments in consultation with managers.
- Identify skill gaps and development requirements at individual and team levels.
- Prepare and maintain the annual or periodic training calendar.
- Coordinate internal and external training programmes.
- Work with managers to identify relevant learning interventions.
- Track training participation, feedback and effectiveness.
- Maintain training records and L&D reports.
8. Recruitment Operations & HR Metrics
- Track recruitment metrics such as time-to-hire, cost-per-hire, offer-to-joining ratio, source effectiveness and position ageing.
- Maintain updated recruitment trackers, onboarding trackers and employee experience dashboards.
- Monitor offer dropouts, candidate withdrawals, joining conversions and early attrition.
- Prepare regular HR reports and provide updates to management.
- Identify process gaps and recommend improvements.
9. Team Management
- Lead and guide the talent acquisition team, wherever applicable.
- Allocate hiring responsibilities and monitor individual recruiter performance.
- Set clear targets, review progress and improve team productivity.
- Build a disciplined, accountable and result-oriented team.
Required Skills & Experience
- 6–10 years of experience in Talent Acquisition and HR, with at least 2–3 years in a team-leading or managerial role.
- Strong experience in end-to-end recruitment across multiple business functions.
- Practical exposure to IT, Non-IT, Blue-Collar and Grey-Collar hiring.
- Experience in onboarding, employee engagement, PMS coordination and L&D activities.
- Good understanding of recruitment tools, job portals, ATS and HRMS.
- Strong stakeholder management, negotiation and coordination skills.
- Excellent communication skills in English and Hindi. Knowledge of Tamil will be an advantage.
- Ability to manage multiple responsibilities and deliver within defined timelines.
- Strong ownership, follow-up, problem-solving and decision-making skills.
- Startup or high-growth business experience is preferred.
Key Performance Indicators (KPIs)
- Timely closure of approved vacancies.
- Quality of hires and hiring manager satisfaction.
- Offer acceptance and joining conversion ratio.
- Reduction in position ageing and time-to-hire.
- Pre-onboarding and onboarding completion.
- New joinee experience and feedback up to six months.
- Early attrition monitoring and improvement.
- Timely completion of PMS activities.
- Employee pulse survey completion and action-plan closure.
- TNI completion and execution of planned training programmes.
- Training participation and effectiveness.
- Accuracy and timely reporting of HR data.
What We Expect
- Strong ownership of recruitment and employee experience processes from start to finish.
- Ability to work independently and manage responsibilities without constant follow-ups.
- Should own the process, not just coordinate activities.
- Speed, quality and discipline in execution.
- Ability to work closely with managers and employees across departments.
- Strong communication and follow-up skills.
- A proactive approach to identifying gaps and implementing improvements.
- Accountability for outcomes, timelines and process effectiveness.
Additional Preferences
- Immediate joiners or candidates with a short notice period are preferred.
- Candidates from reputed or top-tier colleges are encouraged to apply.
- Strong communication in English and Hindi is preferred.
Interested candidates can share their updated resume at: hr@mrmed.in
Pay: ₹40,000.00 - ₹50,000.00 per month
Work Location: In person
