Senior Manager Talent Acquisition

Position Title:

Location:

Key Responsibilities:

1. Strategic Hiring Execution:

• Lead end-to-end recruitment for mid-to-senior level roles aligned with business priorities.
• Act as a trusted talent partner to business units, providing insights on market trends, talent availability, and sourcing strategies.

2. Talent Sourcing & Pipelining:

• Develop proactive sourcing plans utilizing a mix of channels such as ATS, LinkedIn, talent communities, and referrals.
• Build and maintain strong candidate pipelines for current and future requirements, including passive talent engagement.

3. Business & Stakeholder Partnership:

• Serve as a strategic advisor to function heads and hiring managers, offering data-driven insights and influencing hiring decisions.
• Conduct talent review sessions and intake discussions to shape hiring plans and ensure alignment with organizational goals.

4. Candidate Assessment & Selection:

• Drive rigorous screening and assessment processes to ensure high-quality hires.
• Develop role-specific evaluation frameworks and collaborate with assessment partners when applicable.

5. Candidate Experience & Employer Brand:

• Champion a positive candidate experience through transparent communication and structured interview processes.
• Collaborate with employer branding teams to position as an employer of choice in competitive talent markets.

6. Process Excellence & Compliance:

• Ensure recruitment processes are efficient, compliant, and aligned with internal policies and labor regulations.
• Identify opportunities for automation and streamlining of hiring workflows through tools, technology, and best practices.

7. Data & Reporting:

• Monitor and analyze key recruitment metrics (e.g., time-to-fill, cost-per-hire, channel effectiveness) to enhance recruitment outcomes.
• Share regular updates and dashboards with HR and leadership to support strategic workforce decisions.

8. Market Intelligence & Talent Insights:

• Conduct competitor analysis, market mapping, and talent benchmarking to stay ahead of hiring trends.
• Present talent insights to support business expansion and capability development initiatives.

Desired Candidate Profile:

• Experience:

  7–12 years of relevant Talent Acquisition experience, preferably in Automotive, Manufacturing, Engineering, Operations, or related high-volume industries. Experience with RPO, staffing, or consulting firms is an advantage.

• Domain Expertise:

  Strong understanding of recruitment for manufacturing and operations roles within automotive or related sectors.

• Market Intelligence:

  Demonstrated expertise in competitor analysis, market mapping, and strategic talent pipeline creation within manufacturing domains.

• Stakeholder Engagement:

  Excellent influencing skills; experience managing senior stakeholders and partnering with business leaders.

• Agility:

  Comfortable working in a dynamic, fast-paced environment with multiple shifting priorities.

• Tools & Tech:

  Familiarity with modern ATS platforms, HR analytics tools, and digital sourcing channels.

• Additional:

  Prior exposure to leadership or niche hiring, especially in automotive, manufacturing, or engineering sectors, is highly desirable.

Key Competencies:

• Action- and Result-Oriented Mindset
• Excellent verbal and written communication skills for engaging candidates and stakeholders
• Strong organizational skills with high attention to detail
• Ability to manage multiple priorities efficiently
• Basic understanding of recruitment metrics and analytics
• Strong talent research and market mapping capabilities
• Operational rigor and process excellence
• High accountability and ownership mindset
• Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint) and social media sourcing platforms