Job Title
Assistant Manager – Recruitment
Reports To
Senior Manager – Human Resources
Travel Required
25% 50% þ 75%
About DHL Blue Dart Express India:
At Blue Dart, we go beyond delivering shipments—we deliver trust, precision, and excellence. As India’s most reliable express logistics provider, we empower commerce by reaching over 56,000+ locations across India and connecting to 220+ countries through our global DHL network. Backed by the strength of DHL Group, we bring together international standards with deep local expertise. Our dedicated Boeing freighter fleet, 12,000+ vehicles, and best-in-class service ensure time-definite delivery that businesses and customers count on every day.
We are proud to be consistently ranked among India’s Top 100 Great Places to Work® and recognized as part of the DHL Group’s Top Employer certification across multiple regions. Being an Employer of Choice is not just a goal—it’s a fundamental part of who we are. We are committed to creating a workplace where people feel valued, empowered, and proud to belong.
If you're looking to join a purpose-led, people-first organization that shapes India’s supply chain with integrity and care—Blue Dart is where you belong.
Provides strategic direction and leadership to the organization’s talent acquisition function, aligning recruitment strategies with long-term business goals. Oversees the end-to-end hiring lifecycle across geographies, ensuring high-quality, timely, and cost-effective talent acquisition. Drives innovation in sourcing, employer branding, and workforce planning to build a future-ready organization.
To lead and drive the talent acquisition strategy across the organization, ensuring alignment with business goals. Responsible for building a strong talent pipeline, optimizing recruitment processes, and enhancing employer brand to attract top-tier talent.
Key Roles & Responsibilities:
Strategic Talent Acquisition Leadership
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Develop and execute the organization's talent acquisition strategy aligned with long-term business objectives.
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Forecast future hiring needs based on workforce planning and business growth plans.
Employer Branding and Market Positioning
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Drive initiatives to strengthen employer brand in key talent markets through targeted campaigns, university relations, and social media engagement.
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Partner with marketing and leadership teams to create compelling employee value propositions (EVP).
Process Optimization and Technology Enablement
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Lead the continuous improvement of recruitment policies, processes, and systems to ensure scalability, efficiency, and compliance.
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Leverage data analytics, ATS platforms, and digital tools to drive recruitment effectiveness and reduce time-to-hire.
Stakeholder and Business Partnership
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Collaborate with CXOs, business leaders, and HRBPs to understand hiring needs and ensure delivery of high-quality talent pipelines.
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Act as a trusted advisor to leadership on talent availability, market insights, and strategic hiring decisions.
Team Leadership and Capability Building
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Lead, coach, and develop a high-performing recruitment team across regions and functions.
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Establish clear performance metrics and foster a results-driven culture focused on talent excellence.
Compliance and Governance
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Ensure adherence to all regulatory and organizational policies in the hiring process, including DEI and ethical standards.
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Oversee the integrity and accuracy of recruitment reporting, audits, and governance frameworks.
Executive Hiring and Leadership Talent
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Direct the end-to-end leadership hiring process, including sourcing, assessments, offer management, and onboarding of senior executives.
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Build a succession-ready leadership talent pool in collaboration with business and HR leaders.
Qualifications & Experience:
Education:
- Master’s degree in human resources, Business Administration, or a related field from a reputed institution. An MBA in HR or equivalent postgraduate qualification is strongly preferred.
Professional Certifications (Preferred):
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SHRM-SCP / SPHR / CHRO Certification
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Certifications in Strategic Talent Acquisition, Workforce Planning, or HR Analytics
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Executive Education in HR Strategy or Leadership Development (from institutions like IIM, XLRI, ISB, or international B-schools)
Experience:
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Minimum 15–20 years of progressive experience in Human Resources, with at least 8–10 years in leading end-to-end talent acquisition at a regional or national level.
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Proven track record of leading strategic recruitment initiatives, employer branding, and large-scale hiring programs across multiple geographies or business verticals.
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Prior experience in managing leadership hiring, building recruitment teams, and partnering with senior business stakeholders is essential.
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Exposure to HR technology platforms (e.g., ATS, HRMS, Talent Analytics) and transformation projects will be an added advantage.
Core Technical Skills:
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Strategic Workforce Planning
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Leadership Hiring & Succession Planning
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Recruitment Metrics & Analytics
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Employer Branding & EVP Strategy
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HR Technology & ATS Platforms (e.g., SuccessFactors, Taleo)
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Diversity, Equity & Inclusion (DEI) Hiring Strategy
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Vendor Management & Recruitment Process Outsourcing (RPO)
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Compensation Benchmarking & Offer Negotiation
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Change Management in Talent Acquisition
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Talent Market Intelligence & Competitor Mapping
Behavioural Competencies:
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Strategic Thinking & Business Acumen
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Influencing & Stakeholder Management
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Decision-Making Under Ambiguity
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Collaboration & Cross-Functional Leadership
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Resilience & Agility
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Innovation & Continuous Improvement Mindset
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High Accountability & Execution Focus
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Empathy & Team Development Orientation
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Communication & Executive Presence
Key Performance Indicators:
Sr. No.
Key Result Areas
Key Performance Indicators (KPIs)
1
Talent Acquisition Strategy
Alignment of hiring strategy with business goals- % fulfilment of approved headcount on time
2
Strategic Workforce Planning
Accuracy of manpower forecasting (vs. actual needs)- Time to hire for critical roles
3
Employer Branding & Market Positioning
Increase in direct applications- Rank in employer of choice surveys
- Offer acceptance ratio
4
Leadership & Niche Talent Hiring
Closure rate for CXO/critical positions- % of leadership roles filled internally or strategically
5
Recruitment Efficiency & Optimization
Cost-per-hire- Selection ratio
- % adherence to hiring SLAs
6
Diversity & Inclusion Hiring
% increase in diversity hires- Representation across senior levels
7
Stakeholder Engagement & Experience Management
Hiring manager satisfaction score- Candidate experience score
8
Technology Enablement & Process Innovation
Adoption rate of TA tools & automation- Reduction in manual effort
9
Governance, Risk & Compliance
Zero non-compliance in audit reports- Timely closure of background checks
10
Team Capability Building & Leadership
Team performance ratings- % of team cross-skilled or upskilled annually
When you join us, you become part of a purpose-driven organization that’s redefining logistics across India and beyond. Here’s what you can expect:
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Competitive compensation and performance-linked incentives that reward your contribution.
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Continuous learning through structured development programs, on-the-job coaching, and access to global best practices.
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Comprehensive benefits including medical insurance (with optional parental cover), financial wellness programs, and generous paid time off.
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A strong culture of recognition, inclusion, and respect—where your ideas matter and achievements are celebrated.
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Access to cross-functional and global career paths within DHL Group’s diverse business portfolio.
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The pride of working for India’s most awarded logistics brand, delivering excellence across 56,000+ locations and 220+ countries.
Join us and be part of a company that’s not only a leader in logistics—but also a trusted Employer of choice, committed to your growth, well-being, and long-term success.
