Senior Talent Acquisition Manager

Job Requirements

About the Role

The Senior Talent Acquisition Manager will be responsible for leading and executing end-to-end recruitment strategies to meet the bank’s hiring needs. This role focuses on building a strong talent pipeline, optimizing hiring channels, and ensuring timely, cost-effective, and high-quality hiring outcomes. The role requires strong stakeholder management, strategic thinking, and a deep understanding of recruitment metrics and employer branding.

Key Responsibilities

Primary Responsibilities

• Ensure smooth implementation of recruitment processes and systems to support efficient hiring across the bank.
• Deliver end-to-end recruitment services for the assigned verticals within aggressive timelines and optimal cost.
• Drive talent acquisition channel strategy with a focus on low-cost hiring channels to reduce average cost per hire.
• Ensure adherence to defined SLAs and turnaround times (TAT).
• Leverage social and professional networking platforms to identify and engage potential candidates.
• Build and promote employer branding initiatives to attract top-tier talent.
• Prioritize and balance recruitment needs based on business criticality.
• Communicate progress on open positions regularly and provide strategic advice to close roles within SLAs.
• Maintain control over recruitment budgets and overall resourcing costs.
• Monitor and manage key recruitment metrics including TAT, joining ratio, internal job postings (IJP), cost per hire, and infant attrition.
• Analyze candidate feedback to continuously improve recruitment processes and candidate experience.
  
  

• Post-graduation: MBA in Human Resources or equivalent.
  
  

• 8+ years of relevant experiencein talent acquisition, with a proven track record of managing large-scale hiring and recruitment operations.
  
  

• Strong understanding of recruitment processes, metrics, and compliance.
• Experience in managing multiple hiring channels and optimizing cost per hire.
• Excellent communication, negotiation, and stakeholder management skills.
• Proficiency in using recruitment tools, platforms, and analytics.
• Strategic mindset with a focus on process excellence and innovation.
• Ability to work independently and contribute effectively to a team.
  
  

• Time to hire
• Quality of hire
• Talent diversity
• Process excellence
• Stakeholder feedback
• Cost per hire