Talent Acquisition Manager

About This Role

This role involves owning the talent acquisition for a manufacturing or automotive account, anticipating hiring demand, and leading a recruitment team to meet service level agreements. The manager will also personally source for critical mandates that cannot be filled through standard portals.

Responsibilities

• Build strong working relationships with business stakeholders, TA leadership, and key HR contacts
• Act as the single point of contact for all recruitment, sourcing, and strategy matters with the RPO team
• Hold weekly, monthly, and quarterly reviews with hiring managers and senior business stakeholders covering pipeline health, SLA status, and open escalations
• Seek stakeholder feedback actively and close every item with a documented action
• Deliver the agreed annual hiring plan, tracked as monthly fulfilment against plan (target: 95%+)
• Keep time-to-fill within the contracted SLA for each role band and review every ageing requisition in the weekly account review
• Review team numbers and SLA performance on a set cadence and act on any measure falling below benchmark
• Maintain offer-to-join conversion at 85% or above through structured candidate engagement from offer to joining
• Ensure governance and compliance across policy, process, and procedure, with zero audit exceptions
• Lead hands-on sourcing for critical and niche mandates and head-hunt for roles portals cannot fill
• Understand the client -s business, structure, nature of work, and challenges, so sourcing is built on anticipated demand and not just live vacancies
• Build and maintain ready pipelines of active and passive candidates for repeat-demand and hard-to-fill roles
• Engage specialised, high-skilled, and difficult-to-attract talent through professional networks, portals, and direct approach
• Analyse recruitment trends and insights across the business unit, client, and external market, and share them to shape future hiring
• Share market intelligence (talent availability, compensation trends, competitor movement) in every monthly review
• Create KPIs for every team member on the HRMS and manage performance through the year
• Plan and track training so the team can deliver against its targets
• Run structured engagement connects and build a documented career path for each team member

Requirements

• 8+ years in search or RPO delivery, including leading a team of 10+ recruiters (candidates who have not managed at this scale will not be considered)
• Volume hiring experience in manufacturing, automobile, auto component, heavy machinery, OEM, or EV businesses, with a clear view of where the talent sits and what it costs (mandatory requirement)