Talent Acquisition Advisor

Job Description

About Mondelez

Mondelēz International empowers people to snack right in over 150 countries around the world. We're leading the future of snacking with iconic global and local brands such asOreo, Ritz, LU, Clif BarandTate's Bake Shopbiscuits and baked snacks, as well asCadbury Dairy Milk, MilkaandTobleronechocolate.

We are one of the largest snack companies in the world with global net revenues of approximately $36 billion in 2024. We hold the #1 global position in biscuits (cookies and crackers) and #2 in chocolate, while we’re growing rapidly in baked snacks. We also make and sell gum & candy as well as various cheese & grocery and powdered beverage products in certain markets.

We have operations in more than 80 countries and employ approximately 91,000 diverse and talented employees in our factories, offices, research & development facilities and distribution activities around the world.

Role Purpose

This role anchors end-to-end recruitment for Field Sales roles across Traditional Trade (TT), Modern Trade (MT), and Away from Home (AFH) channels. The incumbent is accountable for building a high-quality and sustainable pipeline for Sales Executives or TSI's, Sr. Sales Executives, Area Sales Managers & Sr. Area Sales Managers, Key Account Executives.

The role acts as a strategic business enabler by ensuring talent availability, capability alignment, and seamless recruitment operations across markets.

It will be a highly impactful partnership as a credible talent partner within the sales function & sub-functions within India BU and working on end-to-end recruitment with People Experience & People Leads along with branch leadership teams of the respective regions within India BU.

Key Responsibilities

Strategic Talent Acquisition for All Sales Channels

• Lead full-cycle hiring for ASMs and frontline sales roles across TT, MT, and AFH.
• Translate business demand into proactive talent pipelines for key markets and priority clusters.
• Deep-dive into channel-specific nuances (beat management, KRA styles, MT execution, OTIF, category expansion, AFH selling cycles) to assess role fit.

Sourcing & Market Intelligence

• Build strong direct sourcing engines using LinkedIn, Naukri, referrals, competitor mapping, distributor networks, and passive candidate pipelines.
• Drive hiring sprints, zone-wise sourcing campaigns, and talent roadshows for high-demand territories.
• Provide ongoing market intelligence on competitor structures, talent movement, compensation benchmarks, and channel capability trends.

Hiring Manager & Business Partnering

• Partner with Regional Sales Heads, Category Heads, and HRBPs to align on workforce plans and channel priorities.
• Influence stakeholders on assessment rigor, competency alignment, and long-term talent quality.
• Drive disciplined funnel governance through weekly hiring reviews and dashboards.

Assessment & Selection Excellence

• Conduct structured behavioral and capability assessments focused on:
• Channel execution skills (TT/MT/AFH)
• People leadership & distributor management
• Data orientation (DMS, Sell-in/Sell-out analytics)
• Negotiation and customer relationship skills
• Lead offer negotiations ensuring internal parity and external competitiveness.

Compliance, Process & Candidate Experience

• Ensure flawless documentation, audit compliance, and onboarding hygiene.
• Maintain high data integrity in ATS/FENORM.
• Deliver a differentiated candidate experience that positions Mondelez as a premium employer brand in the FMCG market.

Key Performance Indicators (KPIs)

• Delivery Metrics
• TAT adherence for ASM and frontline sales roles
• Offer-to-joining conversion
• Fill rate within SLA
• Quality of profile (Early Attritions)
• Diversity metrics
Funnel conversion ratios (CV shortlist offer
• join)

Quality Metrics

• Manager satisfaction score
Quality of hire: probation success, early attrition
• target
• Diversity hiring progress (where applicable)

Sourcing Productivity

• Direct sourcing contribution (%)
• Pipeline depth for critical markets (North, West, East, South)
• Coverage of competitor talent pools (TT, MT, AFH)

Process & Compliance

• 100% documentation accuracy
• ATS hygiene: timely updates, audit-ready data
• Weekly reporting cadence adherence

Qualifications & requirements

• Minimum 3 + years of experience in end-to-end recruitment life cycle management with a mandatory focus on sales hiring.
• Proven, hands-on experience recruiting in a high-volume, fast-paced FMCG / Pharma / FMCD or related distribution/retail industry environment is required.
• Demonstrated ability to manage full-cycle recruitment (sourcing, screening, interviewing, negotiation, and onboarding).
• Proficiency with Applicant Tracking Systems (ATS) and various professional networking/sourcing tools (e.g., Naukri, IIM Jobs, LinkedIn Recruiter).
• Exceptional communication, influencing, and relationship-building skills.
• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.

• A competitive salary and benefits package.
• The opportunity to be a strategic partner in the growth of a leading FMCG company.
• A dynamic, collaborative, and results-oriented work culture.

If you are a talented recruiter with a proven track record of finding high-performing sales professionals in a volume FMCG setting, we encourage you to apply!

Business Unit Summary

Mondelēz International is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation or preference, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law.

Job Type