Lead TA

Job Summary

We are seeking a hands-on and execution-focused Talent Acquisition Lead to build lead and drive the end-to-end Talent Acquisition function for a growing organisation. The role requires experience operating in complex multi-function environments with the ability to manage large-scale hiring across departments including specialised and niche roles aligned with aggressive growth plans. The role also demands strong capability in manpower budgeting hiring matrices recruitment MIS and salary parity management ensuring hiring decisions are aligned with organisational structure budgets and internal equity.

Key Responsibilities 1. End-to-End Talent Acquisition Ownership Independently own and lead the Talent Acquisition function across multiple functions and locations. Translate business demand into structured manpower plans and hiring roadmaps. Manage the complete recruitment lifecycle demand intake sourcing screening interviewing offer management and onboarding handover. 2. Manpower Planning Budgeting & Hiring Governance Work extensively on manpower budgeting and workforce planning. Build and maintain hiring matrices aligned to organisation structure role levels and approval frameworks. Ensure all hiring is aligned to approved manpower budgets and governance norms. Drive disciplined interview selection and offer approval processes. 3. RPO & Vendor Management Manage RPO partners and recruitment consultants to ensure consistent and timely hiring delivery. Define SLAs track vendor performance and drive cost and quality optimisation. Ensure vendor adherence to hiring guidelines budgets and quality benchmarks. 4. Large-Scale & Multi-Role Hiring Execution Lead large-scale hiring initiatives across multiple departments aligned with expansion and growth plans. Manage simultaneous hiring across diverse role categories including frontline corporate leadership and specialised / niche roles. Build and execute scalable hiring plans to support rapid workforce ramp-up without compromising quality or governance. Coordinate sourcing channels RPO partners and internal teams to meet time-bound hiring commitments. 5. Recruitment MIS Reporting & Data Tracking Own end-to-end recruitment MIS dashboards and leadership reporting. Track key metrics including time-to-hire cost-per-hire funnel health ageing and offer acceptance. Use hiring data to identify risks improve efficiency and enable informed decision making. 6. Compensation Alignment & Salary Parity Ensure salary parity and internal equity across roles and levels. Ensure offers are aligned with internal compensation structures and market benchmarks. Flag and manage risks related to compensation anomalies and offer exceptions. 8. Employer Branding & Process Excellence Strengthen employer branding initiatives across sourcing channels. Continuously improve recruitment processes systems and ATS usage. Ensure a consistent and positive candidate experience. Key Skills & Competencies Proven experience independently leading Talent Acquisition in large structured organisations. Strong exposure to manpower planning hiring matrices and budget-controlled hiring. Solid understanding of compensation structures and salary parity management. Strong expertise in recruitment MIS reporting and data tracking. Experience managing large-scale multi-role hiring programs including specialised and niche roles. Strong exposure to RPO management and vendor governance. Excellent stakeholder management negotiation and influencing skills. Data-driven process-oriented and governance-focused mindset. Educational Qualification MBA from a reputed institute (HR preferred). Certifications in Talent Acquisition HR Analytics or Compensation & Benefits will be an added advantage.