Welspun One Project Services LLP

The Manager – Talent Acquisition will be responsible for end-to-end recruitment, including sourcing, screening, and engaging top talent in a competitive market. This role demands strong collaboration with hiring managers and stakeholders, strategic pipeline development, and proactive employer brand promotion. As a key driver of workforce planning, the incumbent will ensure Welspun One continues to attract and onboard high-caliber professionals aligned with business goals and culture. Educational Qualifications & Experience: - 1. Education: Bachelor’s degree in Human Resources, Business Administration, or related field (MBA preferred) 2. Experience: 4-6 years in talent acquisition, preferably in construction, asset management, or warehousing sectors, with exposure to both corporate and consulting environments 3. Technical Skills: Strong proficiency in ATS systems, sourcing tools, and recruitment analytics Key Responsibilities: - 1. Collaboration with Hiring Managers: Partner with business leaders to understand manpower requirements, design recruitment strategies, and provide regular progress updates. 2. Strategic Sourcing: Leverage multiple channels such as job portals, professional networks, social media, and recruitment partners to identify and attract top talent. Build and maintain a robust talent pipeline for current and future needs. 3. Candidate Assessment: Screen resumes, conduct preliminary interviews, and evaluate candidates’ technical, behavioral, and cultural fit. Work with hiring managers to refine interview tools and evaluation frameworks. 4. Full Recruitment Cycle Management: Manage the end-to-end recruitment process—from interview coordination to reference checks and offer negotiations—while ensuring a seamless candidate experience. 5. Employer Branding: Represent Welspun One as an employer of choice by promoting its values, growth opportunities, and inclusive work culture. 6. Data & Reporting: Maintain accurate records in the Applicant Tracking System (ATS), generate recruitment analytics, and use data insights to drive hiring effectiveness. 7. External Partnerships: Build and manage strong relationships with recruitment agencies, consultants, and job boards. Evaluate their performance to ensure alignment with organizational goals. 8. Continuous Improvement: Stay updated on market trends, best practices, and emerging recruitment technologies. Implement innovative strategies to enhance recruitment effectiveness and employer brand positioning. Performance Indicators: - 1. Timely fulfillment of hiring mandates vs. demand 2. Cost per hire and sourcing channel effectiveness 3. Percentage of direct vs. agency-based hiring 4. Candidate experience (measured through onboarding and NPS scores) 5. Adoption and effectiveness of recruitment tools (e.g., RCM, ATS) 6. Hiring manager and HR leadership feedback ratings