Talent Acquisition Operations Manager

Job Description

Department

Talent Acquisition

Reports To

Head of Talent Acquisition/TA Director

Location

Gurgaon

Shift Timings

04:00PM IST – 01:00AM IST

Job Summary

The TA Operations Manager will own the operational backbone of the Talent Acquisition function — driving hiring execution across the organization while building robust reporting and analytics to track recruitment performance. This role blends hands-on recruitment delivery with process ownership, ensuring hiring targets are met on time, and that leadership has accurate, timely visibility into TA metrics and pipeline health.

Key Responsibilities

Hiring & Recruitment Delivery

• Own end-to-end hiring operations across multiple business units/functions, ensuring roles are filled within defined TAT (turnaround time) and quality benchmarks.
• Partner with hiring managers and business leaders to understand hiring needs, define role requirements, and build effective sourcing strategies.
• Manage and optimize the recruitment funnel — sourcing, screening, interviews, offer, and handoffs to reduce time-to-fill and improve candidate experience.
• Drive hiring for volume/bulk requirements as well as niche/critical roles, coordinating with sourcing teams, vendors, and consultants as needed.
• Monitor recruiter productivity and pipeline health; step in to unblock stuck requisitions.
• Ensure adherence to hiring policies, compliance requirements, and approval workflows (budget, headcount, background verification, etc.).
• Manage relationships with recruitment vendors, staffing agencies, and job portals; negotiate and track SLAs.

Reporting & Analytics

• Design, build, and maintain TA dashboards and reports (weekly/monthly/quarterly) covering key metrics: open positions, time-to-fill, source mix, offer-to-join ratio, cost-per-hire, attrition of new hires, recruiter productivity, and funnel conversion rates.
• Provide leadership with regular hiring status updates, trend analysis, and forecasts to support workforce planning decisions.
• Identify bottlenecks in the hiring funnel using data and recommend process improvements.
• Maintain data accuracy and hygiene within the ATS (Applicant Tracking System) and HRIS; ensure consistent tagging, status updates, and audit trails.
• Prepare ad-hoc reports and deep-dive analyses for leadership reviews, board decks, or audits as required.
• Track and report against manpower budgets/plans, flagging variances proactively.

Process & Systems

• Continuously improve TA processes, SOPs, and workflows to increase efficiency and consistency across teams.
• Own and administer the ATS/recruitment tech stack; troubleshoot issues and drive adoption among recruiters and hiring managers.
• Support automation initiatives (e.g., interview scheduling, candidate communication, report generation) to reduce manual effort.
• Ensure a smooth candidate experience through every stage of the hiring journey.
• Partner with HR Business Partners and Finance on headcount planning, budgeting, and approvals.

Required Skills & Qualifications

• Bachelor's degree in HR, Business Administration, or related field (MBA/PGDM preferred).
• 5–8 years of experience in Talent Acquisition, with at least 2–3 years in a TA Operations, Recruitment Operations, or similar hybrid role.
• Strong hands-on experience managing full-cycle hiring, preferably across both bulk and lateral/niche hiring.
• Proven expertise in building reports and dashboards (Excel/Google Sheets advanced skills required; Power BI/Tableau is a plus).
• Working knowledge of ATS platforms (e.g., Greenhouse, Lever, SmartRecruiters, Naukri, SuccessFactors, Workday Recruiting, or similar).
• Strong analytical mindset with the ability to translate data into actionable insights.
• Excellent stakeholder management skills — comfortable working with hiring managers, leadership, and cross-functional teams.
• Strong organizational skills with the ability to manage multiple hiring pipelines simultaneously.
• Excellent verbal and written communication skills.

Preferred / Good to Have

• Experience with recruitment of automation tools or workflow builders.
• Exposure to workforce planning and budgeting processes.
• Prior experience presenting hiring metrics to senior leadership.
• Experience managing or mentoring a small team of recruiters/coordinators.

Key Performance Indicators (KPIs)

• Time-to-fill and time-to-offer
• Offer-to-joining ratio
• Cost-per-hire
• Recruiter productivity/output
• Report accuracy and timeliness (weekly/monthly TA dashboards)
• Hiring manager and candidate satisfaction scores
• Adherence to hiring budget/headcount plan