• Oversee strategic planning and resource allocation for the design team to ensure optimal<br />efficiency and effectiveness<br />• Establish the budget, timelines and design parameters for the team to follow<br />• Establish standard guidelines, processes and protocols to be followed during the design<br />process<br />• Conduct design reviews on a periodic basis for electrical and mechanical designs<br />• Review incoming RFQs and client requirements, supervise the development of a<br />• Lead discussions with senior client stakeholders around technical parameters<br />• Guide design team to effectively evaluate customer needs and develop project execution<br />strategies<br />• Review and validate final design for critical customers<br />• Support sales team with necessary support in product finalization and customer<br />negotiations<br />• Work closely with internal teams, particularly procurement and manufacturing<br />department to ensure effective execution of the design<br />• Set clear and objective goals for team and drive them towards the achievement in order<br />to engage and retain the team and deliver business objectives<br />• Establish a high-performance working environment within the Design function<h3>experience</h3>13

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.<h3>experience</h3>15