14 Manufacturing Hiring Jobs

We are looking for a TA professional to join our corporate office at the Hyderabad location for a defence manufacturing company. You will be handling the end-to-end recruitment process. Kindly share your CV at Disha.qssglobal@gmail.com

Job Description The Recruiter is responsible for Service Excellence throughout the recruitment cycle. They act as a brand ambassador for the client, focused on delivering exceptional talent while providing proactive and timely communication on the status of the search. They serve as subject matter expert in talent acquisition and provide consultative direction and industry expertise to hiring leader. Location Specifics: Worli, Vadodra, Talegaon Specific Needs: 6 Months to 1 Years of Non- IT recruitment experience; On-site stakeholder management, Preferably from Manufacturing/Automobile Industry Language Requirement: Native Language; English Position Setup: Work from office (5 Days) • Finding Candidates: - Lead a detailed job scope meeting with the hiring leader to determine position specifications, providing relevant market data and recommendations on possible approaches to the search or candidate requirements. Review of candidates who have applied via the Applicant Tracking System (ATS). Evaluate candidate qualifications against position requirements and determine who to move forward in the recruitment process. Develop and manage recruitment marketing plans or sourcing plans to determine the most appropriate candidate sources that align to the search requirements. Source candidates via resume databases, search engine and networking sites using Boolean search language. • Solicit and pursue referrals from business networks and/or internal referrals. Utilize Cielos proprietary software for mobile and email campaigning to talent communities. • Engaging Candidates: - Use an appropriate mix of media to connect with talent communities (phone, email, social media, etc.). • Articulate value proposition to candidates who are interested in the job opportunity. Prepare candidates for interviews, coaching them on logistical information, interview schedule, appropriate attire and overall expectations. Ensure candidates are provided with timely updates concerning the status of their applications and interviews. Assessing Candidates: - Draft and utilize phone interview templates appropriate to the job description. • Use independent judgement to compare candidate phone interview notes and skills assessments with position requirements to determine if the candidate is a match for the role or a potential match for other open positions. • Issue skills testing as needed and evaluate results (if process dictates). Review background and reference information (if process dictates). Influencing the Hire: - Keep candidates engaged throughout process, ensuring consistent communication on the status of the search. Partner with hiring leader to determine offer details, using market data and compensation guidelines to support recommendations. Articulate a job offer to candidate and drive for candidate acceptance, anticipating and negotiating counter-offers as appropriate. • Service Excellence: - Strict adherence to all regulations (OFCCP and all other compliance standards set forth). Work to deliver a strong candidate slate, continuously building talent pipelines to ensure there are multiple qualified candidates in play at all times. Provide accurate and regular reporting of recruiting activities to the hiring leader and Cielo leadership to depict both metrics and efforts. Identify perceived difficulties with searches and research and recommend solutions to both internal and external stakeholders. • Proactively and regularly communicate the status of each search to the hiring leader, providing a consultative approach with recommendations on how to move forward. Qualifications Education: • High school diploma required. Bachelors degree in business, management, human resources or related field is strongly preferred. Experience: • Minimum of two or more years recruiting experience with demonstrated successes in a corporate, RPO or agency setting. Experience using recruitment technologies such as Applicant Tracking Systems (ATS) and social media tools

Job Description The Recruiter is responsible for Service Excellence throughout the recruitment cycle. They act as a brand ambassador for the client, focused on delivering exceptional talent while providing proactive and timely communication on the status of the search. They serve as subject matter expert in talent acquisition and provide consultative direction and industry expertise to hiring leader. Location Specifics: Worli, Vadodra, Talegaon Specific Needs: 3-4 Years of Non- IT recruitment experience; On-site stakeholder management, Preferably from Manufacturing/Automobile Industry Language Requirement: Native Language; English Position Setup: Work from office (5 Days) • Finding Candidates: - Lead a detailed job scope meeting with the hiring leader to determine position specifications, providing relevant market data and recommendations on possible approaches to the search or candidate requirements. Review of candidates who have applied via the Applicant Tracking System (ATS). Evaluate candidate qualifications against position requirements and determine who to move forward in the recruitment process. Develop and manage recruitment marketing plans or sourcing plans to determine the most appropriate candidate sources that align to the search requirements. Source candidates via resume databases, search engine and networking sites using Boolean search language. • Solicit and pursue referrals from business networks and/or internal referrals. Utilize Cielos proprietary software for mobile and email campaigning to talent communities. • Engaging Candidates: - Use an appropriate mix of media to connect with talent communities (phone, email, social media, etc.). • Articulate value proposition to candidates who are interested in the job opportunity. Prepare candidates for interviews, coaching them on logistical information, interview schedule, appropriate attire and overall expectations. Ensure candidates are provided with timely updates concerning the status of their applications and interviews. Assessing Candidates: - Draft and utilize phone interview templates appropriate to the job description. • Use independent judgement to compare candidate phone interview notes and skills assessments with position requirements to determine if the candidate is a match for the role or a potential match for other open positions. • Issue skills testing as needed and evaluate results (if process dictates). Review background and reference information (if process dictates). Influencing the Hire: - Keep candidates engaged throughout process, ensuring consistent communication on the status of the search. Partner with hiring leader to determine offer details, using market data and compensation guidelines to support recommendations. Articulate a job offer to candidate and drive for candidate acceptance, anticipating and negotiating counter-offers as appropriate. • Service Excellence: - Strict adherence to all regulations (OFCCP and all other compliance standards set forth). Work to deliver a strong candidate slate, continuously building talent pipelines to ensure there are multiple qualified candidates in play at all times. Provide accurate and regular reporting of recruiting activities to the hiring leader and Cielo leadership to depict both metrics and efforts. Identify perceived difficulties with searches and research and recommend solutions to both internal and external stakeholders. • Proactively and regularly communicate the status of each search to the hiring leader, providing a consultative approach with recommendations on how to move forward. Qualifications Education: • High school diploma required. Bachelors degree in business, management, human resources or related field is strongly preferred. Experience: • Minimum of two or more years’ recruiting experience with demonstrated successes in a corporate, RPO or agency setting. Experience using recruitment technologies such as Applicant Tracking Systems (ATS) and social media tools

Job Summary: The Executive - Human Resources (Talent Management) shall be responsible for Recruitment, Onboarding, Exit Management, and Overall Employee Life Cycle Management as their primary responsibilities and has additional responsibilities related to Employee Engagement and Welfare. The Executive will play a crucial role in attracting, developing, and retaining top talent while ensuring a positive employee experience throughout the employment lifecycle. Key Responsibilities: Recruitment and Talent Acquisition: Develop effective recruitment strategies to attract qualified candidates for various positions within the organization. Collaborate with hiring managers to understand their staffing needs and requirements. Source candidates through job boards, social media platforms, networking events, and other relevant channels. Conduct interviews, evaluate candidates, and make hiring recommendations to hiring managers. Coordinate and conduct pre-employment checks, reference checks, and background screenings. Negotiate employment offers and finalize hiring processes. Onboarding: Design and implement an effective onboarding program to ensure a smooth transition for new employees. Develop and maintain onboarding materials, including orientation manuals, training modules, and welcome kits. Coordinate and conduct orientation sessions to familiarize new employees with company policies, procedures, and culture. Facilitate the completion of necessary paperwork, such as employment contracts, benefits enrollment forms, and confidentiality agreements. Provide support and guidance to new employees during their initial integration into the organization. Exit Management: Manage the exit process for departing employees, ensuring a professional and smooth transition. Conduct exit interviews to gather feedback and insights to improve employee retention and satisfaction. Coordinate the return of company property, such as ID badges, laptops, and access cards. Process necessary paperwork related to terminations, resignations, and retirements. Conduct exit analysis to identify trends and areas for improvement in employee turnover. Participate in industry events, career fairs, and networking opportunities to establish relationships with potential candidates. Job Analysis and Job Descriptions: Conduct job analysis and work closely with hiring managers to create accurate and compelling job descriptions. Identify key skills, qualifications, and experience required for each position. Ensure that job descriptions are up to date, align with organizational needs, and comply with legal and regulatory requirements. Candidate Screening and Assessment: Review resumes and applications and conduct initial screenings to assess candidate qualifications. Conduct competency-based interviews and behavioral assessments to evaluate candidates' fit for the role and the company culture. Collaborate with hiring managers to develop effective interview questions and evaluation criteria. Administer and interpret assessment tools, such as psychometric tests or skills assessments, as needed. Talent Pipeline and Networking: Build and maintain a strong talent pipeline by proactively sourcing and engaging with potential candidates. Develop and nurture relationships with educational institutions, industry associations, and professional networks. Attend relevant events and conferences to network with potential candidates and industry professionals. Utilize applicant tracking systems (ATS) and talent management platforms to maintain a database of qualified candidates for future opportunities. Diversity and Inclusion: Implement strategies to attract a diverse pool of candidates and foster an inclusive hiring process. Collaborate with diversity and inclusion initiatives to promote equal opportunities and eliminate bias in the recruitment process. Partner with hiring managers to ensure diverse candidate slates and inclusive interview practices. Recruitment Analytics and Reporting: Track and analyze recruitment metrics, such as time-to-fill, cost-per-hire, and source of hire. Generate regular reports on recruitment activities, including candidate pipelines, hiring trends, and recruitment effectiveness. Identify areas for improvement and provide recommendations to enhance recruitment strategies and processes. Employee Engagement and Welfare: Develop and implement employee engagement initiatives to foster a positive work environment and enhance employee satisfaction. Plan and organize employee recognition programs, team-building activities, and employee welfare programs. Conduct employee surveys to assess engagement levels and identify areas for improvement. Provide guidance and support to managers on employee engagement strategies. Act as a liaison between employees and management to address concerns and facilitate effective communication. Manage employee welfare programs such as health and wellness initiatives, employee assistance programs, and employee benefits. Coordinate with insurance providers and vendors to administer employee benefits packages. Manage internal communications between the organization and employees to ensure effective engagement and understanding. Additional Responsibilities: Stay updated on labor laws, regulations, and industry best practices related to employee welfare. Support employees in understanding their benefits and resolving any related issues. Collaborate with relevant stakeholders to ensure compliance with safety and health regulations. Prepare annual manpower / resource plan, identify staffing and recruiting needs for the organization and ensure timely execution to onboard resources as per plan Prepare and/or amend job descriptions for all unique positions as per changing needs of the organization Ensure compliance for all talent management processes including but not limited to resource planning, employee referral program, internal transfers, onboarding and separations, salary parity and attrition rate management etc. Conduct flight risk assessment and execute succession plans for all critical positions as identified from annual manpower planning process. Employer Branding: Develop and enhance the company's employer brand to attract top talent. Collaborate with marketing and communication teams to promote the company's values, culture, and career opportunities. Create and maintain an attractive online presence through social media platforms, job boards, and the company website. The Key Performance Indicators (KPIs) for this role shall be: For the Executive - Human Resources (Talent Management)can vary based on the specific goals and objectives of the organization. Here are some commonly used KPIs for measuring the performance of a Recruitment Executive Time-to-Fill: Measures the average time it takes to fill a vacant position from the initial job posting to the candidate's acceptance of the offer. This KPI reflects the efficiency of the recruitment process and the ability to meet hiring needs promptly. Cost-per-Hire: Calculates the total cost incurred to fill a position, including advertising expenses, recruitment agency fees, interview costs, background checks, and onboarding expenses. This KPI helps evaluate the effectiveness of recruitment strategies and identify cost-saving opportunities. Quality of Hire: Assesses the performance and suitability of candidates hired by evaluating their job performance, retention rate, and overall contribution to the organization. This KPI measures the effectiveness of the recruitment process in identifying top talent and ensuring long-term success. Candidate Satisfaction: Collects feedback from candidates to measure their overall satisfaction with the recruitment process. This KPI provides insights into the candidate experience, including communication, transparency, and professionalism, and helps identify areas for improvement. Source of Hire: Tracks the sources from which successful hires originate, such as job boards, social media, employee referrals, and career fairs. This KPI helps evaluate the effectiveness of different recruitment channels and focus efforts on the most successful sources. Diversity and Inclusion: Measures the diversity and inclusion of the candidate pool and the hires made. This KPI assesses the success of efforts to attract candidates from diverse backgrounds and promotes equal opportunities within the recruitment process. Offer Acceptance Rate: Calculates the percentage of candidates who accept job offers extended to them. This KPI reflects the attractiveness of the organization as an employer and the effectiveness of the recruitment team in presenting compelling offers. Recruitment Cost Ratio: Compares the total recruitment costs to the employee's first-year salary. This KPI helps determine the return on investment (ROI) for recruitment efforts and ensures cost-effectiveness in acquiring talent. Hiring Manager Satisfaction: Measures the satisfaction of hiring managers with the quality and timeliness of candidate submissions, communication, and the overall recruitment process. This KPI assesses the Recruitment Executive's ability to meet the needs and expectations of internal stakeholders. Employee Retention: Evaluates the retention rate of new hires after a specified period, such as six months or one year. This KPI indicates the effectiveness of the recruitment process in selecting candidates who align with the organization's values and have a higher likelihood of long-term commitment. Desired Candidate Profile Education and Certifications: Bachelors degree in human resources, Masters in Human Resources shall be preferred Experience: Minimum 3 to 8 years of proven work experience as a Recruiting Executive, Recruitment Consultant or Talent Acquisition Executive Experience in all areas of sourcing such as the internet, social media, networking, employee referrals, job postings, as well as conducting open houses and virtual job fairs. Technical / Functional Expertise & other competencies: Understanding of the industry (domain), recruitment processes and related policies Excellent communication and negotiation skills Excellent marketing and networking skills Ability to adapt to the needs of the organization and employees Diligent and firm with high ethical standards Coaching and mentoring the reporting team; assigns work according to availability, skills, and developmental needs Assessing performance and provide feedback to direct reports

Role & responsibilities Sitting in a big plant (Office) , knowing the manufacturing process, this candidate will be responsible for searching / getting rignt candidate on Board. Coordination with Hiring agencies ,Self contacts, getting the right fit, negotiating salary, getting the selected candidate joined on right time. Should know how to use Naukri other portals and Linkedin for finding right candidate Hiring from Preferred candidate profile Technically qualified with MBA must have worked in Factory / plant office for HIRINGS

Job Title: Senior Talent Acquisition Specialist Oil & Gas / Energy / Manufacturing Location: Bangalore (WFO) Duration: 12 Months Contract Job Description: We are hiring an experienced Senior Talent Acquisition Specialist to support the domestic recruitment efforts for a leading global energy company. This is a contract-based, full-time opportunity based in Bellandur, Bangalore , and will require you to work from the office. The selected candidate will drive large-scale recruitment operations, especially within Oil & Gas, Energy, and Manufacturing sectors , and partner with business leaders to deliver high-impact talent solutions. This role is ideal for someone with deep expertise in Indian enterprise-level recruitment and long, stable tenures at top organizations. Key Responsibilities: Own and execute end-to-end domestic recruitment processes for technical and non-technical roles Partner with hiring managers and stakeholders across functions to align recruitment goals Coordinate bulk hiring, mass recruitment drives, and onboarding plans in sync with business needs Lead sourcing strategies to reduce external agency dependency and enhance internal movements Conduct interview scheduling, hiring approvals, compliance, and reporting activities Drive internal recruitment audits , data accuracy, and process improvements Work with cross-functional teams to deliver talent acquisition KPIs Contribute to building and maintaining a strong recruitment operations framework Required Experience: 10-15 years of Indian domestic recruitment experience Must have worked with or in enterprise-level companies (Oil & Gas / Energy / Manufacturing highly preferred) Demonstrated career stability long tenures, no frequent job changes or unexplained gaps Experience leading high-volume hiring and working directly with business leaders Strong hands-on experience with Workday ATS , Excel, and recruitment coordination tools Background in recruitment audits, stakeholder management , and reporting is essential Location: Bellandur, Bangalore Work from Office No remote/hybrid option Education: Masters degree in human resources, Business Administration, or related field (preferred)

TA Role & responsibilities: HR Generalist person please don't apply as its core Recruitment Role US Shift/BPO Recruiter person please don't apply. We need Domestic Market Experience 100% RECRUITMENT through Various Portals Preferred candidate profile: Hard Core Talent Acquisition Specialist , Only NON IT Recruiter can apply. Work from office job. Will handle Stakeholder Management Should be good is using Linkedin Must have exposure into Head Hunting Hard core recruitment background End to End Hiring Recruitment Operations Mid Level to C Level exposure Manufacturing/ Non IT/ Operations/ R&D/ Automotive Hiring exposure Domestic/ International exposure Preferred candidate profile: Hard Core Talent Acquisition Specialist , Work from office job. 24 days working and 6 days including 2 saturday and 4 sundays will be Off. Perks & Benefits : Sim card will be provided Lucrative Incentives along with Salary Medical insurance will be provided.

Job Summary: Were looking for a dynamic Talent Acquisition Specialist to manage end-to-end recruitment across all levels from blue-collar to senior leadership within our manufacturing and corporate functions. This role is key to building a skilled, diverse, and high-performing workforce at Attero. Key Responsibilities: Source and build a pipeline through job portals, social media, and referrals Manage full-cycle recruitment: job posting to onboarding Handle blue-collar and shop-floor hiring in coordination with plant managers Lead mid-to-senior level hiring, including executive search Work closely with hiring managers to align hiring with business needs Ensure compliance with labor laws and internal policies Maintain reports, dashboards, and recruitment MIS Prioritize a smooth and professional candidate experience Must have exposure of working with ATS Qualifications: Masters degree in Human Resources (mandatory) 3 to 5 years of relevant experience in manufacturing/plant recruitment Strong command of Excel and recruitment tools (Naukri, LinkedIn, etc.) Excellent communication, coordination, and stakeholder management skills Working knowledge of recruitment compliance and labor laws What We Offer: Competitive salary & benefits Opportunity to work with India's leading e-waste management company Exposure to both corporate and industrial HR A collaborative, growth-focused, and inclusive work culture

Role & responsibilities Work closely withmanagersto gain a comprehensive understanding ofthe clients hiring needs for each position and meet competitive hiring goals and expectations. Manage the full recruiting lifecycle across a variety of open roles helping management find, hire, and retain quality talent. Work and form relationships with internal management teamsto know the ins and outs of their departments and better understand their hiring needs and job specifications. Develop and release job postings on a platform,such as social media and job boards. Utilize knowledge of multiple recruiting sources and execute innovative recruiting strategies to find quality candidates and prospect for new business. Screen resumes and prospects, qualify, interview, and manage candidates throughout interview process from prepping before interviews to assisting with final offer negotiation. Maintain a database of candidate records, including active and passive prospects, hired, and fired employees, and other candidate relationships. Follow upon interview process status and update records in internal database. Education: Any Graduate/Postgraduate (MBA) Experience: 3-8 Years Desired Competencies: Excellent Written and Oral Communication (Must Have) Should have end-to-end recruitment experience. Should have experience in Sourcing and Recruiting forNon-IT industry. StakeholderManagement experience Mid-Seniorlevel,Global. Strong knowledge of professional network and job portals usage (Must Have) HeadHunting Skills(Must have) Positive attitude towardswork (MustHave) Ability and willingnessto keep oneself updated of various developments in non-IT industry & latest technologies (Must Have) Experience of engaging specialized, high-skilled, or difficult-to-attracttalent. High target and delivery orientation (Must Have) Advanced knowledge of MS Office, database management (ATS), and Boolean/advanced searches (Must Have)

Preferred candidate profile l End-to-End Recruitment: Manage the full recruitment life cycle across a variety of roles, ensuring timely hiring and talent quality. l Stakeholder Management: Partner with department heads to understand manpower needs and provide strategic hiring solutions. l Sourcing Strategy: Leverage job portals, social media, employee referrals, and networking to source quality candidates. l Screening & Selection: Conduct screening calls, schedule interviews, and assess candidate fit based on role requirements and culture. l Interview Coordination: Schedule and coordinate interviews, ensure timely feedback, and manage candidate communication. l ATS Management: Maintain and update the Applicant Tracking System l Data Reporting: Provide hiring status reports, recruitment metrics, and insights to leadership. l Vendor Management: Liaise with external recruitment agencies and ensure alignment on hiring priorities. Must-Have Qualifications: l Minimum 2-3 years of experience in manufacturing recruitment l Bachelor's degree in Human Resources, Business Administration, or a related field. l Strong grasp of recruitment strategies, processes, and best practices. l Proven success in talent acquisition within fast-paced and high-pressure environments. l Commercially savvy with strong analytical and critical thinking skills. Excellent communication skills and a proactive, solution-oriented mindset.

The Recruiter will research, develop, and implement effective recruiting and staffing strategies to attract a diverse pool of talent for the organization and will ensure that the talent acquisition needs are fulfilled in a timely manner. Key Accountabilities: Manage complete recruitment life cycle for non-IT(Pharma, Manufacturing, Automotive) positions ensuring a positive hiring experience for candidates, hiring managers and other stakeholders involved in the hiring process. Identify and implement efficient and effective recruiting methods and strategies based on the role, target industry and active -passive talent pool. Attract talent using job portals, Stantec career page, employee referral programs, recruitment agencies, campus hiring, job fairs, social media campaigns and weekend recruitment drives. Screen applications, coordinate interview process, attend and conduct interviews with the hiring managers, BU leaders, HR manager and other stakeholders. Collaborates with the Talent acquisition specialist and HR Manager during the offer process, identify and recommend salary ranges, complete reference checks, release offer letters and collect necessary documents. Prepare and maintain recruitment trackers and dashboard for reporting purposes. Stay connected with the candidate/s from offer acceptance till joining/on boarding

We are hiring for Recrutiment Specialist for Automobile & Manufacturing hiring Experience Required - 1-5 years experience into Automobile & manufacturing hiring Location - Noida OR Remote Notice Period - Immediate joiner can be considered Interested candidates can share there profiles at 7452833724 OR mail us your CV at kashish.ansari@mounttalent.com

Dear Sir / Ma'am Hope you are doing well ! Role Overview: We are looking for a Talent Acquisition Executive to handle junior to senior-level hiring in Engineering & Manufacturing . The role involves sourcing technical professionals, conducting technical assessments, and managing large-scale hiring projects . Key Responsibilities: Recruit for Mechanical, Electrical, Civil, Production, and Quality Engineering roles . Develop and implement effective sourcing strategies to attract skilled professionals. Conduct technical screenings and coordinate interview processes . Maintain talent pipelines and ensure timely closures of hiring mandates . Stay updated on industry hiring trends and salary benchmarks . Requirements: 2-4 years of recruitment experience in Engineering & Manufacturing domains. Strong understanding of technical hiring needs and assessment methodologies . Proficiency in LinkedIn Recruiter, Naukri, and industry job portals . Excellent stakeholder management and communication skills . Interested candidate contact on 7388876932 Email : shivangi.pandey@getwork.org

Bhartiya Recruitment Services . looking for Sr. Recruiter/Tehnical Recruiter EPC/Solar Industry / FMCG/FMCD Industry hiring- Corporate / Ledership hiring Perks and benefits Best in industry + Quartly Incentive 6 Days working ( all sat working till 4.30pm) OfficeLogin time- 9.30-6.30 pm Work from Office, lOOKING Lucknow based candidates . Salary- Fixed in hand + Incentive on achievement. Role & responsibilities Recruitment ( Good in sourcing/ Recruitment /IC ) Min 4+ Years Of Exp In Recruitment sourcing/ Good in sourcing /interact with candidates/ negotiate with candidate/ Handling end to end recruitment.Mid /Leadership hiring Handling full life cycle Recruitment activities include; posting Positions, Pre-screening & Interviewing candidates over the phone, interview arrangements & closing. Has strong experience with high volume recruitment in greenfield & brownfield projects. Possess a strong sense of Urgency & Flexibility. Working with recruitment, selection of candidates, offers, salary negotiation, and interview techniques. Desired Candidate Profile candidates having experience in recruitment consulting background , EPC/ /Solar/Manufacturing Industry hiring.. send cv / whatpp = arif@bhartiyarecruitment.com anshu@bhartiyarecruitment.com 9711421764 - Arif 9305772204- Anshul