Manager / Senior Manager - Talent Acquisition

Headline:

TA Strategy 20%

• Talent Pipeline:

  Build and maintain a strong pipeline of qualified candidates for US Tax, Accounting, and Audit roles.

• Metrics:

  Achieve a target of 90% offer to joining ratio. Reduce time-to-hire by 25%.

• Market Trends:

  Stay up-to-updated on industry trends and adapt strategies to attract high-caliber talent.

Branding:

A Player Experience 20%

• Engagement:

  Create a WOW experience for stakeholders in Recruitment cycle (Candidates, Hiring Managers, Panel Members, Connected HR Team members).

• Satisfaction Metrics:

  Maintain a cNPS of 75 or higher for candidate experience.

Communication:

Team and Process Management 10%

• Collaboration:

  Coordinate with internal teams to define job descriptions (Scorecard), key responsibilities, and qualifications for roles.

• Efficiency:

  Streamline recruitment workflows, incorporating technology to reduce manual efforts and increase hiring efficiency.

Compliance:

Talent Development – 10%

• Upskilling:

  Provide training and mentoring for recruitment team members.

• Learning Hours:

  Ensure XX+ hours of professional development training for the team annually.

Knowledge Sharing:

Values Alignment – 10%

• Client-Centric:

  Emphasize a service-oriented approach, ensuring that client needs are prioritized in talent acquisition.

• Excellence:

  Uphold the highest standards of quality in all hiring processes.

Collaboration:

Technology and Innovation – 10%

• Tools:

  Leverage advanced recruitment tools (e.g., ATS, AI-driven sourcing tools) to optimize hiring.

• Process Improvement:

  Identify and implement automation opportunities within the recruitment lifecycle.

Innovation Metrics:

Metrics and KPIs – 20%

• Hiring Targets:

  Fulfill 80% of open positions within target timelines.

• Retention:

  Improve retention rates for new hires by 20% within the first year.

Diversity:

Desired Candidate:

• Should have hired from PAN India location.
• Should have been a ‘STAR PERFORMER’ for Recruitment in a similar GCC in US Public Accounting Industry.
• Should be competent to hire at-least 1000+ A+ players – within next 2 to 3 years period across Service Lines (Audit, CAAS, Tax), Technology Shared Services & Corporate roles (from freshers upto VP / Function Head Level).
• Should be able to support Hub & Spoke location hiring needs for ‘Talent Pipeline Creation’.