Senior Manager - Talent Acquisition

Position Title:

Location:

Purpose of the Role:

We are looking for a seasoned, proactive and driven professional to join our Talent Acquisition (TA) team as Senior Manager Talent Acquisition. This role is responsible for driving full-cycle recruitment strategies, enabling high-impact hiring and contributing to workforce planning for critical business functions. The ideal candidate brings both hands-on hiring experience and a strategic mindset, with the ability to partner with leadership, influence talent decisions and deliver results in a dynamic and high growth environment. The individual could be deputed to manage hiring across any of the following functions:

• Engineering
• Operations / Manufacturing
• Commercial
• Corporate

Key Responsibilities:

1. Strategic Hiring Execution:

• Lead end-to-end hiring for mid-to-senior level roles across key functions, in alignment with business priorities.
• Act as a talent partner to business units, advising on market trends, talent availability and sourcing strategies.

2. Talent Sourcing & Pipelining:

• Design proactive sourcing plans to identify top talent using a mix of traditional and modern sourcing channels (e.g., ATS, LinkedIn, talent communities, referrals).
• Build and nurture strong candidate pipelines for current and future requirements, including passive talent engagement.

3. Business & Stakeholder Partnership:

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

4. Candidate Assessment & Selection:

• Drive robust screening and assessment practices to ensure high quality of hire.
• Develop role-specific evaluation frameworks and collaborate with assessment partners, where 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 Tata Motors 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 to automate and streamline hiring workflows through tools, technology, and best practices.

7. Data & Reporting:

• Track and analyze key hiring metrics (e.g., time-to-fill, cost-per-hire, sourcing channel effectiveness) to measure and improve recruitment effectiveness.
• Share regular updates and dashboards with HR and business leadership to enable strategic workforce decisions.

8. Market Intelligence & Talent Insights:

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

Desired Candidate Profile:

• Experience: 7–12 years of relevant Talent Acquisition experience, preferably in Automotive, Manufacturing, Engineering, Operations, or other high-volume manufacturing industries.
• Experience with RPO, Staffing, or Consulting firms is an added advantage.
• Domain Expertise: Strong understanding of recruitment for manufacturing and operations roles within the automotive or related manufacturing sectors.
• Market Intelligence: Proven experience in competitor analysis, market mapping, and creating strategic hiring pipelines within manufacturing and operations domains.
• Stakeholder Engagement: Strong influencing skills with experience in managing senior stakeholders and partnering with business leaders.
• Agility: Comfortable working in a dynamic, fast-paced environment with multiple priorities and changing needs.
• Tools & Tech: Familiarity with modern ATS platforms, HR analytics tools and digital sourcing channels.
• Prior exposure to managing leadership or niche hiring is highly desirable.
• Experience in automotive, manufacturing, engineering, or fast-paced industries is an advantage.

Key Competencies:

• Action & Result Oriented Approach.
• Excellent verbal and written communication skills with the ability to engage and influence candidates and stakeholders.
• Strong organizational skills with high attention to detail and the ability to manage multiple priorities simultaneously.
• Basic understanding of recruitment metrics and analytics.
• Strong Talent Research & Market Mapping Ability
• Process Excellence & Operational Rigor
• High Accountability & Ownership Mindset
• Strong Communication & Stakeholder Engagement
• Comfortable using Microsoft Office Suite (Word, Excel, PowerPoint) and social media platforms for sourcing and employer branding.