Talent Acquisition Specialist

Job Role: Talent Acquisition Manager A Talent Acquisition Manager is responsible for designing and executing effective strategies to attract, recruit, and retain top talent for the organization. They oversee the full recruitment lifecycle, manage employer branding initiatives, and ensure the organization builds a strong talent pipeline aligned with business goals. Key Responsibilities: 1. Recruitment Strategy & Planning Develop and implement talent acquisition strategies to meet organizational hiring needs. Forecast hiring needs in collaboration with business leaders and HR. Design recruitment plans to attract high-quality candidates within set timelines. 2. Talent Sourcing & Pipeline Building Build and maintain strong candidate pipelines through networking, referrals, job portals, social media, and partnerships. Identify and engage passive candidates using modern sourcing techniques. Manage relationships with recruitment agencies, consultants, and job boards. 3. Recruitment Process Management Oversee end-to-end recruitment cycle (sourcing, screening, interviewing, selection, offer management, and onboarding). Standardize and improve recruitment processes for efficiency and candidate experience. Ensure compliance with labor laws, diversity hiring, and company policies. 4. Team Leadership Manage and mentor a team of recruiters and talent sourcers. Allocate hiring assignments and monitor team performance against KPIs. Train team members on new sourcing methods, tools, and best practices. 5. Employer Branding & Candidate Experience Strengthen the organization’s employer brand through career fairs, social media campaigns, and internal engagement initiatives. Ensure an excellent candidate experience throughout the hiring process. Promote diversity, equity, and inclusion (DEI) in hiring practices. 6. Analytics & Reporting Track recruitment metrics (time-to-hire, cost-per-hire, quality-of-hire, retention). Provide data-driven insights and hiring reports to senior management. Recommend improvements in recruitment strategies based on analytics. 7. Collaboration with Business & HR Partner with department heads to understand workforce needs. Align talent acquisition strategies with overall HR and business objectives. Support workforce planning and succession planning initiatives.