RCF_IC_T2-HR TA DEPT (RCF)

Job Description

Head - Talent Acquisition / DGM - Talent AcquisitionDepartmentHuman Resources - Talent AcquisitionReporting ToCHRO / Head HR / CEO / Executive DirectorLocationCorporate Office (Pan India Operations)Experience15 - 20 YearsQualificationMBA / MSW / PGDM in Human ResourcesCertification in Talent Management, HR Analytics, Leadership Assessment, Employer Branding, or Strategic HR will be an added advantage.Industry PreferenceConstruction, EPC, Infrastructure, Real Estate, Engineering, Industrial Projects, ManufacturingJob PurposeTo lead the organization's Talent Acquisition function by developing and executing recruitment strategies, workforce planning initiatives, leadership hiring programs, employer branding initiatives, and talent pipeline development plans. The role is responsible for ensuring the timely acquisition of high-quality talent across corporate and project businesses while supporting the organization's growth, expansion, and business objectives.Key Responsibilities1. Talent Acquisition Strategy & LeadershipDevelop and implement the organization's talent acquisition strategy aligned with business objectives.Lead and manage end-to-end recruitment operations across multiple businesses, regions, and project locations.Build long-term talent acquisition roadmaps to support organizational growth plans.Partner with senior leadership teams on workforce planning and succession requirements.Drive continuous improvement in recruitment processes, systems, and candidate experience.2. Strategic Workforce PlanningLead annual manpower budgeting and workforce planning exercises.Collaborate with Business Heads, Project Directors, and Functional Leaders to forecast talent requirements.Develop hiring plans for project mobilization, business expansion, and critical functions.Establish talent pipelines for current and future organizational needs.Monitor workforce availability and hiring risks and recommend mitigation plans.3. Executive Search & Leadership HiringLead hiring for senior management, leadership, and critical business positions.Develop talent mapping and competitor benchmarking strategies.Build external talent networks across the Construction, EPC, Infrastructure, and Engineering sectors.Support succession planning through proactive identification of leadership talent.Drive confidential and strategic search assignments.4. Recruitment Operations ExcellenceEnsure timely closure of all approved positions across corporate and project businesses.Establish recruitment governance, approval workflows, and SLAs.Monitor recruitment productivity, quality, and efficiency.Drive adoption of technology-enabled recruitment practices.Continuously improve recruitment processes to enhance operational effectiveness.5. Employer Branding & Talent AttractionDevelop employer branding strategies to strengthen the organization's market position.Enhance the organization's visibility across industry platforms, universities, and professional networks.Lead recruitment campaigns, job fairs, networking events, and employer engagement initiatives.Drive social media and digital talent attraction strategies.Position the organization as an employer of choice within the industry.6. Stakeholder ManagementAct as a strategic partner to Business Heads and Functional Leaders.Provide hiring insights, market intelligence, and talent availability trends.Influence hiring decisions through data-driven recommendations.Conduct regular recruitment reviews with senior leadership.Ensure a high level of stakeholder satisfaction across recruitment processes.7. Vendor & Talent Partner ManagementDevelop and manage strategic relationships with recruitment consultants, executive search firms, and staffing partners.Evaluate vendor performance against agreed KPIs and SLAs.Negotiate commercial agreements and improve hiring effectiveness.Create a robust external sourcing ecosystem for niche and critical hiring requirements.Ensure cost-effective utilization of recruitment partners.8. Diversity & Inclusion HiringDrive diversity hiring initiatives across business units.Develop targeted recruitment strategies for underrepresented groups.Ensure diversity objectives are integrated into recruitment plans.Monitor diversity hiring metrics and reporting.9. Recruitment Analytics & GovernanceDevelop executive-level recruitment dashboards and reports.Monitor and review key recruitment metrics including:Headcount FulfilmentRecruitment Funnel EffectivenessTime-to-HireTime-to-FillOffer Acceptance RatioJoining RatioHiring CostConsultant EffectivenessDiversity HiringLeadership Hiring StatusVacancy AgingPresent recruitment insights and recommendations to leadership teams.Drive recruitment governance and compliance requirements.10. Team Leadership & Capability BuildingLead, mentor, and develop Talent Acquisition teams across locations.Establish performance goals and development plans for recruitment teams.Drive best practices and knowledge sharing across the function.Build a high-performance talent acquisition organization.Promote innovation in sourcing, assessment, and hiring methodologies.Key Performance Indicators (KPIs)KPIMeasureRecruitment FulfilmentPositions closed within agreed timelinesTime-to-HireImprovement against benchmarkLeadership HiringSuccessful closure of strategic positionsOffer Acceptance RatioPercentage of accepted offersJoining RatioOffer-to-Join conversionRecruitment CostHiring expenditure within budgetStakeholder SatisfactionFeedback from Business LeadersRecruitment QualityNew hire performance and retentionDiversity HiringAchievement of diversity goalsTeam ProductivityRecruitment team performance and outputCompetencies RequiredFunctional CompetenciesStrategic Talent AcquisitionWorkforce PlanningExecutive SearchLeadership HiringTalent MappingRecruitment AnalyticsEmployer BrandingSuccession PlanningVendor ManagementRecruitment GovernanceBehavioural CompetenciesStrategic ThinkingBusiness AcumenLeadership ExcellenceInfluencing & NegotiationStakeholder ManagementRelationship BuildingDecision MakingProblem SolvingChange ManagementResult OrientationPreferred ExposureHeading Talent Acquisition functions for large Construction, EPC, Infrastructure, Engineering, or Manufacturing organizations.Managing recruitment volumes across corporate offices, factories, and project sites.Leadership hiring, succession planning, and critical position closures.Large-scale mobilization hiring for mega projects.Managing recruitment teams across multiple locations.Working closely with CEOs, Business Heads, Project Directors, and Functional Leaders.Employer branding and talent acquisition transformation initiatives.Recruitment technology, ATS, and HR analytics implementation.Ideal Candidate ProfileA seasoned Talent Acquisition leader with 15-20 years of experience and an MBA in HR, possessing extensive expertise in Strategic Talent Acquisition, Workforce Planning, Leadership Hiring, Employer Branding, Talent Mapping, Recruitment Analytics, and Team Leadership within the Construction, EPC, Infrastructure, Engineering, Manufacturing, or Industrial Projects sector.