RCF_IC_T1-HR TA DEPT (RCF)

Job Description

Talent Acquisition Business Partner (TABP) - Manager / Senior ManagerDepartmentHuman Resources - Talent AcquisitionReporting ToDGM HR / Head Talent Acquisition / HR HeadLocationCorporate Office / Project Sites (Pan India)Experience10 - 15 YearsQualificationMBA / MSW / PGDM in Human ResourcesAdditional certification in Talent Acquisition, HR Analytics, Employer Branding, Assessment Centres, or Labour Laws will be an advantage.Industry PreferenceConstruction, EPC, Infrastructure, Real Estate, Engineering, Manufacturing, Industrial ProjectsJob PurposeTo lead and drive end-to-end talent acquisition strategies and workforce planning initiatives for corporate and project requirements, ensuring timely hiring of quality talent through effective sourcing, stakeholder management, employer branding, recruitment analytics, and talent pipeline development aligned with business growth plans.Key Responsibilities1. Strategic Talent Acquisition PartneringPartner with business leaders to understand current and future manpower requirements.Develop hiring strategies aligned with organizational growth plans.Act as a trusted advisor to business heads on recruitment-related matters.Provide market intelligence on talent availability, compensation trends, and competitor hiring practices.Build strong relationships with business stakeholders to ensure hiring effectiveness.2. Workforce Planning & Recruitment StrategyDrive annual and project-specific manpower planning exercises.Collaborate with business teams to forecast workforce requirements.Develop recruitment plans for critical and niche positions.Ensure alignment between project mobilization plans and recruitment activities.Build succession pipelines for critical positions.3. End-to-End Talent AcquisitionManage recruitment life cycle from manpower requisition to onboarding.Lead sourcing initiatives through multiple recruitment channels.Screen and shortlist candidates in line with job specifications.Coordinate interviews, assessments, and selection processes.Facilitate offer discussions, negotiations, and closure.Ensure high-quality hiring within approved timelines and budgets.4. Leadership & Critical HiringManage recruitment of mid-level, senior-level, and leadership positions.Conduct competency-based interviews.Coordinate assessment and evaluation processes for key roles.Maintain talent pipelines for future leadership requirements.Support confidential and strategic hiring mandates.5. Recruitment Drives & Employer BrandingPlan and execute recruitment drives across various locations.Organize walk-in drives, campus hiring, and lateral hiring campaigns.Develop employer branding initiatives to attract high-quality talent.Enhance company visibility across professional platforms and talent networks.Represent the organization at employment events, job fairs, and industry forums.6. Stakeholder & Candidate ManagementEnsure excellent candidate experience throughout the hiring process.Maintain regular communication with candidates and hiring managers.Drive hiring manager engagement and accountability.Provide status updates and recruitment reviews periodically.Manage candidate queries, negotiations, and joining formalities.7. Vendor & Recruitment Partner ManagementIdentify and manage recruitment consultants and staffing partners.Evaluate vendor performance and hiring effectiveness.Negotiate commercial terms and service agreements.Maintain strategic relationships with key recruitment partners.Ensure optimum utilization of recruitment partners.8. Offer Management & Onboarding SupportSupport compensation benchmarking and offer recommendations.Coordinate approval processes for offers and hiring decisions.Track offer acceptance ratios and joining effectiveness.Ensure smooth onboarding coordination with HR Operations.Monitor pre-joining engagement activities to reduce dropouts.9. Recruitment Analytics & MISDevelop recruitment dashboards and management reports.Monitor key recruitment metrics including:Open PositionsTime-to-HireTime-to-FillOffer Acceptance RatioJoining RatioRecruitment CostSource EffectivenessConsultant PerformanceCandidate Pipeline StatusDiversity Hiring MetricsPresent actionable recruitment insights to leadership teams.Recommend process improvements through data analysis.10. Process Excellence & ComplianceEnsure compliance with recruitment policies and approval matrices.Drive recruitment process standardization across locations.Maintain accurate recruitment records and documentation.Support audit and compliance requirements.Promote best practices in talent acquisition and selection processes.Key Performance Indicators (KPIs)KPIMeasureRecruitment ClosurePositions filled within target timelinesTime-to-HireReduction in hiring cycle timeOffer Acceptance RatioPercentage of accepted offersJoining RatioCandidate joining effectivenessCritical Position ClosureTimely closure of key rolesRecruitment QualityPerformance and retention of hiresRecruitment Cost EfficiencyHiring within approved budgetsCandidate ExperienceCandidate satisfaction scoresDiversity HiringAchievement against diversity targetsVendor PerformanceSLA adherence and closure effectivenessCompetencies RequiredFunctional CompetenciesTalent AcquisitionStrategic Workforce PlanningRecruitment AnalyticsEmployer BrandingExecutive SearchStakeholder ManagementAssessment & SelectionCompensation BenchmarkingRecruitment Process ManagementTalent MappingBehavioural CompetenciesBusiness AcumenInfluencing SkillsRelationship ManagementCommunication & Presentation SkillsNegotiation SkillsDecision MakingLeadership CapabilityProblem SolvingCustomer OrientationResults OrientationPreferred ExposureLarge-scale hiring for Construction, EPC, Infrastructure, and Industrial Projects.Recruitment of Engineering, Project Management, Commercial, Procurement, Contracts, EHS, Quality, Planning, Design, and Execution professionals.Mass mobilization hiring for project sites.Leadership hiring and succession pipeline creation.Multi-location recruitment management across India.Walk-in drives, recruitment campaigns, and talent mapping exercises.Campus hiring and trainee recruitment programs.Ideal Candidate ProfileA Talent Acquisition professional with 8-15 years of experience and an MBA in HR, possessing strong exposure to Workforce Planning, Talent Acquisition, Leadership Hiring, Recruitment Analytics, Stakeholder Management, Employer Branding, and Large-Scale Recruitment Operations within the Construction, EPC, Infrastructure, Engineering, or Industrial Projects sector. The individual should be capable of partnering with business leaders, driving recruitment strategy, and ensuring timely acquisition of quality talent to support organizational growth and project execution.