Job Summary:
- Develop and implement recruitment strategies aligned with business objectives and workforce requirements.
- Partner with business heads, functional leaders, and hiring managers to understand current and future manpower needs.
- Prepare annual and periodic recruitment plans based on approved manpower budgets.
- Establish recruitment timelines, hiring priorities, and performance metrics to ensure timely closure of vacancies.
- Develop talent pipelines for critical and recurring positions across the organization.
2. Manufacturing and Technical Recruitment
- Lead recruitment for engineering, manufacturing, production, quality, R&D, design, service, and corporate functions.
- Drive hiring for key technical profiles such as CNC machine tool design, mechanical and electrical engineering, CNC applications, automation, commissioning, service engineering, and manufacturing operations.
- Manage recruitment for shop-floor technicians, operators, supervisors, engineers, managers, and leadership positions.
- Build talent networks across manufacturing companies, engineering organizations, industrial clusters, and relevant talent markets.
- Understand technical job requirements and assess candidate suitability in coordination with respective functional teams.
3. End-to-End Recruitment Management
- Oversee the complete recruitment lifecycle, including sourcing, screening, interviews, salary discussions, offer management, and onboarding coordination.
- Leverage Naukri, LinkedIn, employee referrals, consultants, job fairs, campus recruitment, and other sourcing channels.
- Manage recruitment agencies and consultants, ensuring service quality and cost effectiveness.
- Monitor offer acceptance, candidate dropouts, joining ratios, and early attrition to improve hiring outcomes.
- Ensure a positive candidate experience throughout the recruitment process.
4. Stakeholder and Team Management
- Lead, mentor, and develop the talent acquisition team to achieve hiring targets.
- Allocate recruitment mandates and monitor individual and team performance.
- Conduct regular reviews with hiring managers on vacancy status, interview feedback, and hiring bottlenecks.
- Establish clear accountability for recruitment turnaround time and position closure.
- Build strong working relationships with business leaders and HR business partners.
5. Recruitment Analytics and Cost Management
- Track and report recruitment KPIs, including time-to-fill, cost-per-hire, offer-to-joining ratio, source effectiveness, and vacancy ageing.
- Prepare recruitment MIS, dashboards, and periodic management reports.
- Evaluate the effectiveness of recruitment channels and implement process improvements.
- Maintain accurate recruitment documentation and ensure compliance with applicable company policies.
6. Campus Hiring and Employer Branding
- Develop campus recruitment strategies for engineering institutes, diploma colleges, ITIs, and relevant management institutes.
- Build relationships with academic institutions to support entry-level engineering and shop-floor hiring.
- Strengthen employer branding initiatives to attract technical and managerial talent.
- Support recruitment drives, walk-in interviews, job fairs, and other talent acquisition initiatives.
Required Skills and Competencies
- Strong expertise in end-to-end recruitment and talent acquisition strategy.
- Proven experience in manufacturing, engineering, industrial automation, automotive, capital goods, or machine tool industries.
- Good understanding of technical and shop-floor recruitment requirements.
- Strong sourcing and networking capabilities, particularly through Naukri and LinkedIn.
- Excellent stakeholder management, negotiation, and communication skills.
- Team leadership, planning, and execution capabilities.
- Strong analytical skills with proficiency in MS Excel and recruitment MIS.
- Ability to manage multiple hiring requirements in a fast-paced manufacturing environment.
Educational Qualification and Experience
- MBA/PGDM in Human Resources preferred.
- Typically, 8 to 12 years of overall recruitment experience, including team leadership or managerial responsibility.
- Prior experience managing large-scale or multi-functional recruitment mandates.
- Experience in engineering or manufacturing organizations will be strongly preferred.
Key Performance Indicators (KPIs)
- Timely closure of approved vacancies & Achievement of recruitment targets & manpower plans.
- Reduction in time-to-fill and recruitment costs.
- Offer acceptance and candidate joining ratios.
- Quality of hire and retention of new employees.
- Effectiveness of recruitment channels and consultants.
- Campus hiring effectiveness and development of talent pipelines.
