Position Summary
The Corporate Talent Acquisition Manager (Central) is responsible for governing and driving centralized recruitment and workforce acquisition operations across all business units and group companies of Pagaria Group. The role oversees manpower planning coordination, recruitment governance, leadership hiring, talent pipeline development, employer branding, and hiring process standardization to support organizational growth, workforce continuity, and business expansion across diversified business sectors.
Key Responsibilities
1. Talent Acquisition Governance & Workforce Planning
- Lead centralized talent acquisition operations and recruitment governance across all business units and operational locations
- Coordinate manpower planning activities with business heads, department leaders, and HR teams based on business requirements and growth plans
- Develop and implement recruitment strategies for technical, operational, commercial, leadership, and corporate support functions
- Monitor hiring priorities, workforce requirements, recruitment pipelines, and manpower availability across locations
- Ensure standardization of recruitment processes, approval workflows, interview evaluation systems, and hiring documentation practices
- Support management in workforce planning, expansion hiring, succession hiring, and strategic manpower acquisition initiatives
- Ensure recruitment activities are aligned with organizational policies, manpower budgets, and workforce planning objectives
2. Recruitment Operations & Leadership Hiring
- Manage end-to-end recruitment coordination including sourcing, screening, interview management, offer rollout, negotiation support, and onboarding coordination
- Coordinate hiring across business functions including operations, projects, sales, finance, HR, administration, technology, healthcare, hospitality, and corporate roles
- Support leadership hiring and recruitment for critical positions in coordination with senior management and business heads
- Build and maintain talent pipelines through consultants, job portals, referrals, campus hiring, social hiring platforms, and industry networks
- Monitor hiring quality, joining ratios, offer acceptance trends, recruitment aging, and workforce fitment indicators
- Coordinate with recruitment agencies, hiring partners, consultants, and institutional networks for workforce acquisition support
- Ensure timely closure of positions while maintaining hiring quality and organizational fitment standards
- Proactively address recruitment challenges, critical manpower gaps, and hiring bottlenecks across business units
3. Employer Branding, Candidate Experience & HR Coordination
- Support employer branding initiatives to strengthen organizational visibility and hiring attractiveness across diversified business sectors
- Ensure professional candidate experience throughout sourcing, interviews, selection, offer management, and onboarding processes
- Coordinate onboarding and induction activities in collaboration with HR operations, administration, and business unit teams
- Support employee referral programs, campus hiring initiatives, institutional partnerships, and talent branding activities
- Coordinate with business HR teams and department heads for hiring alignment and workforce deployment planning
- Ensure professional communication with candidates, hiring managers, recruitment partners, and internal stakeholders throughout the recruitment cycle
- Support development of recruitment communication standards, interview assessment formats, and hiring governance systems
- Maintain recruitment confidentiality, ethical hiring practices, and professional hiring standards across all recruitment activities
4. Recruitment Analytics, Reporting & Process Improvement
- Review and consolidate recruitment MIS reports related to open positions, hiring status, recruitment aging, joining ratios, attrition replacement, and workforce trends
- Analyze recruitment metrics, sourcing effectiveness, hiring timelines, and workforce acquisition trends for management review
- Monitor recruitment database accuracy, candidate records, hiring trackers, and recruitment documentation systems
- Ensure adherence to recruitment SOPs, approval workflows, hiring governance standards, and reporting timelines
- Support implementation of HRMS/ERP recruitment modules, hiring automation initiatives, and digital recruitment process improvements
- Coordinate recruitment audits, documentation reviews, and hiring data verification activities
- Identify process gaps and drive improvements to strengthen hiring efficiency, recruitment quality, and talent acquisition effectiveness
5. Cross-Functional Coordination & Strategic Hiring Support
- Coordinate with business leaders, HR teams, and operational departments for workforce planning and manpower acquisition requirements
- Support organizational growth initiatives through proactive hiring planning and workforce deployment support
- Assist management in strengthening workforce capability through structured talent acquisition and recruitment governance practices
- Ensure alignment between Corporate Talent Acquisition and business/unit HR teams for standardized hiring practices across the organization
- Support hiring for expansion projects, new business initiatives, replacement hiring, and workforce stabilization requirements
- Support management decision-making through workforce analytics, hiring insights, and recruitment trend reporting
- Contribute toward strengthening organizational capability, workforce availability, and centralized talent acquisition governance across Pagaria Group
Qualifications
- Bachelor’s degree in Human Resources, Business Administration, Commerce, Engineering, or related discipline (Mandatory)
- MBA HR / PGDM HR / MSW or equivalent specialization in Human Resources (Preferred)
Skills & Competencies
- Strong understanding of talent acquisition, workforce planning, and recruitment governance
- Good knowledge of hiring practices across diversified business environments
- Strong sourcing, stakeholder management, interview coordination, and hiring management capabilities
- Good understanding of recruitment analytics, manpower planning, and hiring process governance
- Ability to manage recruitment operations across multiple business units and locations
- Strong communication, negotiation, coordination, and relationship management skills
- Working knowledge of HRMS/ERP systems, recruitment portals, and hiring databases
- Strong analytical, reporting, and process improvement capabilities
Experience
- 8–12 years of experience in Talent Acquisition, Recruitment Operations, or Workforce Hiring functions
- Experience in infrastructure, construction, FMCG, healthcare, hospitality, technology, manufacturing, services, or diversified business environments preferred
- Proven exposure to leadership hiring, workforce planning, recruitment analytics, talent pipeline development, and centralized hiring operations across multi-location organizations
Interested candidates can share their updated CV at [email protected]
Pay: ₹900,000.00 per year
Benefits:
- Cell phone reimbursement
- Flexible schedule
- Paid sick time
- Paid time off
- Provident Fund
Ability to commute/relocate:
- Nagpur, Maharashtra (Nagpur): Reliably commute or planning to relocate before starting work (Preferred)
Application Question(s):
- Where are you currently from?
- How many years of experience do you have in this field?
- What is your current salary?
Education:
Experience:
- Talent acquisition: 8 years (Required)
Work Location: In person
