Location: Coimbatore

• *8 \- 12 YOE of Experience**
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### **Location: Coimbatore**

• *Talent Acquisition Manager**

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• *Experience:** **8–12 Years**

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• *Location:** **Coimbatore**

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• *Department:** **Human Resources**

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• *Employment Type:** **Full\-time**

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• *Role Overview**
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We are looking for an experienced and strategically driven Senior Manager – Talent Acquisition \& Workforce Planning to lead our recruitment function and align talent acquisition activities with the organisation's business goals and growth plans.

This role requires a professional who can effectively bridge the gap between the leadership team and the recruitment execution team, translating business requirements into structured hiring strategies, workforce plans, recruitment projections and measurable execution targets.

The individual will own end\-to\-end recruitment delivery, workforce planning, recruitment analytics, team management, stakeholder management and continuous improvement of recruitment processes.

The ideal candidate should be equally comfortable participating in leadership discussions, presenting recruitment strategies and projections, managing recruitment teams, and personally driving sourcing and closure of critical positions whenever required.

• *Key Responsibilities**
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### **1\. Strategic Talent Acquisition \& Workforce Planning**

• Develop and implement organisation\-wide recruitment strategies aligned with business expansion and workforce requirements.
• Prepare monthly, quarterly and annual hiring projections based on business plans, resource requirements and anticipated growth.
• Translate leadership\-level manpower requirements into actionable recruitment plans with defined timelines, priorities and ownership.
• Assess existing workforce capacity, anticipated vacancies, attrition and future hiring requirements.
• Plan recruiter capacity and resource allocation based on projected hiring volumes and recruitment complexity.
• Identify potential hiring bottlenecks and proactively recommend solutions to ensure business continuity.
• Develop scalable workforce plans to support the organisation's growth and expansion across business functions and locations.

### **2\. Leadership \& Stakeholder Management**

• Act as the primary recruitment point of contact between the leadership team, department heads and recruitment execution team.
• Participate in leadership meetings and strategic brainstorming sessions to provide inputs on hiring feasibility, talent availability, market trends and workforce requirements.
• Present recruitment progress, hiring projections, challenges, risks and recommendations to leadership through structured reports and dashboards.
• Consult with department heads to understand current and future resource requirements and establish realistic hiring priorities.
• Challenge unrealistic hiring expectations with market data, availability insights and achievable timelines.
• Ensure effective communication between leadership and recruiters, translating business expectations into clear recruitment deliverables.
• Provide leadership with data\-backed recommendations to support manpower and recruitment\-related decisions.

### **3\. Recruitment Operations \& Delivery**

• Own end\-to\-end recruitment delivery across technical and non\-technical positions, including niche, critical and leadership hiring.
• Establish recruitment timelines, hiring priorities, sourcing strategies and closure targets for every requirement.
• Monitor recruitment pipelines and ensure positions are closed within agreed turnaround times.
• Drive sourcing strategies across job portals, referrals, professional networks, consultants and other relevant channels.
• Personally step into sourcing, screening, candidate engagement, negotiations and closures for critical or challenging requirements whenever necessary.
• Ensure quality of hire through effective screening, evaluation and coordination with hiring managers.
• Monitor offer acceptance, candidate dropouts, joining ratios and onboarding success.
• Ensure recruitment execution remains aligned with business priorities and committed hiring timelines.

### **4\. Recruitment Analytics, Dashboards \& Forecasting**

• Develop and maintain recruitment dashboards and MIS reports to provide visibility into hiring performance.
• Track key recruitment metrics, including:

+ Time to Fill and Time to Hire.

+ Position\-wise hiring progress and ageing.

+ Source effectiveness and conversion ratios.

+ Recruiter\-wise productivity and performance.

+ Interview\-to\-selection and offer\-to\-join ratios.

+ Cost per hire and recruitment expenditure.

+ Planned versus actual hiring.

+ Forecasted versus completed closures.

+ Recruiter capacity and requirement allocation.

• Use recruitment data to identify trends, evaluate performance and recommend improvements.
• Provide periodic recruitment forecasts and management reports to leadership.
• Establish data\-driven recruitment practices and ensure accuracy of recruitment records.

### **5\. Recruitment Team Leadership \& Performance Management**

• Lead, mentor and manage the recruitment team to achieve organisational hiring targets.
• Allocate recruitment requirements based on recruiter capabilities, workload and hiring priorities.
• Establish individual and team\-level KPIs, productivity benchmarks and performance expectations.
• Conduct periodic reviews of recruiter performance, pipeline health and closure progress.
• Identify skill gaps and implement training and development initiatives for the recruitment team.
• Build accountability, ownership and collaboration within the recruitment function.
• Ensure recruiters follow standardised recruitment processes, documentation practices and communication protocols.
• Optimise team structure and recruiter allocation based on changing workforce requirements.

### **6\. Recruitment Tools, Systems \& Process Management**

• Own and optimise recruitment tools and platforms, including ATS, job portals and recruitment management systems.
• Ensure effective utilisation of recruitment platforms, databases, reporting tools and automation capabilities.
• Manage job portal performance, subscription utilisation, sourcing effectiveness and recruitment\-related expenditure.
• Establish standard operating procedures for sourcing, screening, interview coordination, offer management and onboarding handover.
• Identify opportunities to automate repetitive recruitment activities and improve operational efficiency.
• Ensure recruitment data integrity, reporting accuracy and process compliance.
• Evaluate and recommend tools and technologies that can improve recruitment productivity and scalability.

### **7\. Continuous Improvement \& Talent Market Intelligence**

• Track industry hiring trends, salary benchmarks, talent availability and competitor hiring practices.
• Evaluate emerging sourcing channels and recruitment methodologies.
• Identify opportunities to improve hiring quality, turnaround time and candidate experience.
• Develop scalable recruitment practices to support the organisation's future workforce growth.

• *Required Skills \& Qualifications**
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• 8–12 years of overall recruitment and talent acquisition experience, preferably within IT Services, IT Consulting, SaaS or technology\-driven organisations.
• Demonstrated experience in managing recruitment teams and delivering hiring targets.
• Strong experience in workforce planning, manpower budgeting, hiring projections and recruitment strategy development.
• Proven ability to work with senior leadership and department heads on talent acquisition decisions.
• Hands\-on experience in technical and non\-technical recruitment, including niche and lateral hiring.
• Strong understanding of recruitment metrics, dashboards, MIS reporting and data\-driven decision\-making.
• Experience working with ATS platforms, job portals such as Naukri Resdex and recruitment automation tools.
• Strong understanding of recruiter capacity planning and resource allocation.
• Strong stakeholder management, negotiation, analytical and problem\-solving skills.
• Excellent communication, presentation and leadership skills.
• Ability to balance strategic planning with hands\-on recruitment execution.

• *What We Expect From This Role**
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• *The successful candidate should be able to:**

• Understand the organisation's business plans and translate them into realistic workforce and hiring projections.
• Present recruitment strategies, progress and challenges confidently to the leadership team.
• Convert leadership expectations into clear execution plans for the recruitment team.
• Monitor and drive the team towards achieving hiring targets without losing sight of recruitment quality.
• Independently handle critical hiring requirements and step into sourcing and closures when needed.
• Build a recruitment function that is measurable, accountable, scalable and aligned with business growth.

• *The ultimate ownership of this role is to ensure that the organisation has the right people, in the right roles, at the right time, while building a recruitment function capable of supporting sustained business growth.**