ABOUT THE ROLE
A strategic TA leader who owns hiring across the organisation — building the TA strategy, leading and mentoring the TA team, partnering with leadership on workforce planning, and process rigor to support Recykal's growth.
KEY RESPONSIBILITIES
TA Strategy & Leadership
- Own the end-to-end TA strategy across all functions and levels
- Partner with leadership to translate business plans into workforce & hiring plans
- Build and scale sourcing strategies for leadership, niche & high-volume roles
- Set and track TAT/SLA benchmarks across the TA function org-wide
Stakeholder & Business Partnering
- Act as a trusted partner to business heads and leadership on hiring decisions
- Lead salary benchmarking, offer structuring & negotiation for senior hires
- Provide market intelligence & talent insights to guide org design and planning
Team Leadership & Governance
- Lead, mentor and develop a team
- Standardise hiring processes, interview frameworks & feedback governance org-wide
Succession & Future Talent Pipeline
- Build long-term talent pipelines for critical & leadership roles
- Drive campus relationships & early talent programs (e.g., Management Trainee)
Process & Analytics
- Own TA budget, cost-per-hire & vendor management
- Track hiring metrics org-wide; build leadership-level dashboards & reviews
ROLE REQUIREMENTS
Education & Experience
- MBA / PGDM in HR or equivalent postgraduate qualification
- 8–10 years of total TA experience, including 5+ years managing a team
- Proven experience hiring across levels — from campus to leadership roles
- Experience partnering directly with CXO / leadership-level stakeholders
Technical & Functional Skills
- Deep expertise across the full TA lifecycle — workforce planning to onboarding
- Strong command of ATS platforms & hiring analytics dashboards
- Advanced sourcing on Naukri, LinkedIn Recruiter, and other social media platforms.
- Experience building and managing TA budgets & vendor relationships
Soft Skills & Competencies
- Strong executive presence; comfortable engaging with leadership & CXOs
- Exceptional stakeholder management — influence, align, push back constructively
- Sharp negotiation skills for senior-level offers and counter-offers
- Strong people leadership — coaching, mentoring & team development
- High ownership and the ability to lead through ambiguity
KEY PERFORMANCE INDICATORS
- Time-to-Fill (TAT) - Role closures within agreed SLA
- Offer Acceptance Rate - Offers accepted vs. offers made
- Quality of Hire- Performance & retention of placed candidates
- Pipeline Health- Active candidates per stage across portfolio
- Team Productivity & Development- TA team's delivery, SLA adherence & capability growth
