Manager – Corporate HR Business Partnering & Talent Acquisition

Manager – Corporate HR Business Partnering \& Talent Acquisition

Job Purpose

We are seeking a strategic and business-focused HR professional to partner with corporate functions, lead end-to-end talent acquisition, and drive early careers programs. This role plays a critical part in shaping the organization’s talent strategy, strengthening employee experience, and enabling a high-performance and future-ready workforce through innovative and data-driven people practices.

Key Responsibilities

HR Business Partnering

• Partner with business leaders to align people strategy with business objectives and organizational priorities.
• Own the end-to-end employee lifecycle, ensuring a seamless and engaging employee experience from onboarding through exit.
• Drive initiatives to enhance onboarding experience and accelerate new hire integration and productivity.
• Analyze employee engagement and pulse survey results, develop actionable plans with business leaders, and ensure execution to improve engagement and organizational health.
• Drive attrition analysis and implement retention strategies through data-driven interventions and proactive engagement initiatives.
• Lead key talent processes including performance management, talent reviews, succession planning, employee engagement, and organizational effectiveness.
• Collaborate closely with HR Centres of Excellence (Talent Management, Learning \& Development, Rewards, HR Operations, etc.) on enterprise-wide people initiatives.
• Partner with leaders on workforce planning, organization design, change management, and capability building.
• Drive strategic initiatives including career pathing, internal mobility, leadership development, and capability building.
• Leverage people analytics, benchmarks, and insights to support data-driven decision-making.
• Champion innovation by streamlining HR processes and driving digital, AI-enabled, and future-ready HR solutions.

Talent Acquisition

• Manage the end-to-end recruitment lifecycle from requisition to offer release for all corporate functions across grades.
• Demonstrate expertise in senior leadership hiring, partnering with business leaders to attract high-calibre leadership talent.
• Develop and execute hiring strategies to attract high-quality talent while optimizing Quality of Hire, Time to Hire, Cost per Hire, Offer-to-Join Ratio, and Candidate Dropout Rate.
• Manage Talent Acquisition AOP budget, ensuring effective cost planning, vendor optimization, and optimal utilization of recruitment spend.
• Drive hiring through multiple sourcing channels with strong focus on job portals (LinkedIn, Naukri, and other digital platforms), along with employee referrals, social recruiting, recruitment partners, and talent communities.
• Ensure strong stakeholder management with business leaders and HR partners to align hiring priorities, role expectations, and closure timelines.
• Build robust talent pipelines through proactive market mapping and talent intelligence.
• Drive Diversity, Equity \& Inclusion (DE\&I) hiring initiatives aligned with organizational goals.
• Deliver an exceptional hiring manager and candidate experience throughout the recruitment lifecycle.
• Leverage recruitment analytics, sourcing metrics, and market intelligence to continuously improve hiring effectiveness and process efficiency.

Campus Hiring \& Early Careers

• Lead the organization’s campus hiring strategy across premier institutes and universities.
• Manage end-to-end hiring for Management Trainees (MTs), CA Industrial Trainees, and Technology Trainees.
• Design and manage the one-year Management Trainee journey, including onboarding, structured learning interventions, rotations, mentoring, performance management, engagement, and career development.
• Conceptualize and implement innovative campus engagement programs and early careers initiatives to strengthen employer branding and position the organization as an Employer of Choice.
• Build strong partnerships with educational institutions, placement teams, faculty, and student communities to create sustainable talent pipelines.
• Drive campus outreach and branding initiatives to attract high-quality early-career talent.

Qualifications \& Experience

• MBA/PGDM in Human Resources or equivalent qualification.
• Proven experience in HR Business Partnering and Talent Acquisition, including campus hiring.
• Strong expertise in senior leadership hiring and stakeholder management.
• Experience in managing early careers programs and graduate hiring cycles.
• Strong understanding of employee engagement, workforce planning, and organizational development.
• Data-driven mindset with strong analytical and problem-solving skills.
• Excellent communication, influencing, and project management capabilities.
• Proven ability to drive innovation, process excellence, and continuous improvement in HR practices.