Manager Talent Acquisition

Role purpose

This position is responsible for running HR processes and systems efficiently within defined timelines and process standards, with the aim of keeping employees engaged, productive, and well supported across the assigned region.

Role context and key challenge areas

The role sits within a regional HR environment and focuses on delivering consistent HR services across branches and verticals. A major expectation is to embed strong HR practices, strengthen employee engagement, and contribute as a business partner while building a performance-driven culture in the region.

Recruitment and manpower support

• Support regional hiring within budget and in line with the approved manpower plan.
• Source roles up to Manager level within the expected turnaround time.
• Work toward high-quality hiring outcomes against the stated hiring parameters.
• Fill critical vacancies as quickly as possible while staying within the recruitment budget.
• Use an optimal sourcing blend so hiring costs remain controlled.
• Ensure compensation for hires stays aligned to the approved salary bands during the hiring process.

HR operations

• Provide guidance so HR operations such as joining, compensation, and exits are delivered smoothly and consistently across branches, regions, and verticals.
• Coordinate with HR and payroll contact points to resolve employee queries.
• Support the shift to the shared services model and serve as the first escalation point for unresolved issues.

Attrition management

• Conduct structured exit interviews for all exits up to Manager level and maintain proper records.
• Review regional attrition data and identify the main causes behind employee exits.
• Introduce local action plans such as skip-level interactions and open house sessions to address concerns and reduce attrition.
• Work with branch managers and branch heads during counselling discussions when disciplinary or behavioural issues arise.

Organizational development and engagement

• Plan and run employee engagement, fun, and team-building activities across the region.
• Promote the employee referral policy and improve participation.
• Guide branch managers in handling indiscipline, absconding, performance improvement plans, and other employee relations matters.
• Drive initiatives such as Poornata, OHS action planning, goal setting, and Q12 as required.
• Conduct a structured induction for every new joiner immediately after joining.

HR norms and employee relations

• Ensure branch visits follow statutory and audit checklists and that HR norms are properly observed.
• Escalate cases of non-compliance and help drive fast resolution.
• Educate sales and support teams on HR norms during branch visits wherever gaps are found.
• Build awareness of the code of conduct across the region.
• Independently investigate reported breaches and recommend suitable corrective action.
• Handle whistle-blower cases quickly and submit detailed reports to the whistle blower committee.
• Communicate people-process SOPs through meetings and workshops to support a healthy workplace environment.

Learning and development

Gather feedback from sales and operations teams to identify learning needs and convert those inputs into a development plan matrix that supports online training and workshops.

Self-development expectations

• Discuss improvement areas and development priorities regularly with the reporting manager.
• Continue personal learning through training programs, including online learning offerings from Adityadisha.

Additional information

The role is designed to strengthen region-level HR execution, employee experience, compliance, and people management across the assigned geography.