Senior Manager - Talent Acquisition

Hi,

We are pleased to invite you to apply for the for the Sr. Manager position to support our Human Resources team.

The Senior Manager Talent Acquisition will be responsible for leading and managing the Talent Acquisition (TA) team across India, ensuring an effective, scalable, and technology-driven hiring strategy. The role will oversee end-to-end recruitment across all staff levels, including frontline, mid-management, senior leadership positions, and early career hiring such as interns and management trainees.

This role will lead a nationwide TA team, ensuring structured hiring processes, talent pipeline development, diversity hiring, and employer branding to position Blue Dart as an employer of choice. The incumbent will work closely with business leaders, HR partners, and external stakeholders to enable efficient, future-ready hiring.

The Senior Manager Talent Acquisition will own and drive the recruitment function across India by leading the TA team, optimizing recruitment operations, enhancing employer branding, and ensuring that hiring strategies align with business needs. The role will focus on cost-effective hiring, talent innovation, strategic workforce planning, internal mobility, and data-driven decision-making, ensuring Blue Dart remains competitive in attracting top talent.

Key Responsibilities

Talent Acquisition Strategy & Workforce Planning

• Lead and manage the Talent Acquisition team across all regions, ensuring seamless execution of hiring plans.
• Develop and implement nationwide recruitment strategies to meet workforce requirements across all staff levelsfrontline, middle management, and senior leadership roles.
• Collaborate with business leaders to identify workforce needs, hiring forecasts, and succession planning requirements.
• Ensure a structured and consistent hiring approach across all functions, with clear governance on approvals and execution timelines.
• Drive cost optimization strategies in hiring, ensuring a balance between quality, efficiency, and budget adherence.

Internal Job Posting (IJP) & Career Marketplace

• Work closely with regional HR teams to drive a structured Internal Job Posting (IJP) process, ensuring internal talent mobility and career progression within Blue Dart.
• Encourage internal talent development by promoting career pathways and upskilling opportunities for employees.
• Strengthen the adoption of DHL Groups Career Marketplace, creating visibility for Blue Dart employees to explore career growth within the larger DHL network.
• Track and analyse internal movement trends to enhance internal hiring and succession planning.

Team Leadership & Performance Management

• Oversee, mentor, and manage a high-performing Talent Acquisition team across India.
• Establish KPIs for the TA team and track performance on time-to-fill, quality of hire, and diversity targets.
• Drive training and development for the TA team, ensuring they are equipped with the latest hiring trends and technologies.
• Implement best practices in talent acquisition, ensuring standardized hiring processes across regions.

Recruitment Operations & Process Excellence

• Drive end-to-end recruitment across Blue Darts business verticals, ensuring speed, efficiency, and quality.
• Optimize the hiring approval process, ensuring clear governance and timely decision-making.
• Ensure 100% utilization of Avature (ATS) for recruitment, internal job postings (IJP), and referrals.
• Continuously refine selection criteria and assessment methods to improve candidate quality.

Senior Leadership & Executive Hiring

• Manage and oversee the hiring of senior leadership roles, ensuring strong alignment with Blue Darts culture and business strategy.
• Work with external executive search firms for niche and critical positions, ensuring high-quality leadership talent acquisition.
• Develop succession planning strategies, ensuring leadership pipeline readiness.

Diversity & Inclusion (D&I) Hiring

• Drive diversity hiring initiatives, ensuring a 10% increase in gender and diversity hiring in 2025.
• Develop inclusive recruitment strategies to enhance workforce representation.
• Monitor progress against D&I hiring targets and provide insights for continuous improvement.

Employer Branding & Candidate Experience

• Strengthen Blue Darts Employer Brand through innovative recruitment marketing campaigns.
• Implement structured candidate experience frameworks to ensure a seamless hiring journey from sourcing to onboarding.
• Drive initiatives such as Bring Your Buddy to Work’ and employee referral programs to increase internal hiring participation.

Talent Pipeline Development & Market Intelligence

• Build proactive talent pipelines for critical roles, niche skills, and hard-to-fill positions through market mapping and passive sourcing.
• Conduct competitor benchmarking and talent intelligence research to stay ahead of hiring trends.
• Implement AI-driven sourcing tools to enhance hiring efficiency.

Early Career Hiring & Management Trainee Programs

• Design and drive internship and management trainee hiring programs to attract early career talent.
• Partner with leading B-schools and universities for campus hiring, ensuring a structured and high-impact entry-level talent pipeline.
• Develop long-term engagement programs for interns and trainees to convert high-potential candidates into full-time roles.

Vendor & Stakeholder Management

• Manage relationships with recruitment agencies, job boards, and executive search firms while prioritizing direct sourcing to reduce hiring costs.
• Ensure cost-effective hiring strategies by optimizing external vendor partnerships while focusing on internal hiring channels.
• Work closely with regional HR teams to align hiring efforts with business needs.

Governance, Compliance & Reporting

• Ensure 100% compliance with recruitment policies, background verification (BGV) processes, and salary structures.
• Maintain data integrity and generate monthly governance reports for senior leadership.
• Track key hiring metrics such as offer acceptance rates, attrition of new hires, and diversity hiring progress.

Talent Acquisition Dashboard & Stakeholder Communication

• Establish and maintain a comprehensive TA dashboard, ensuring real-time tracking of hiring metrics, recruitment trends, and workforce analytics.
• Regularly review TA dashboards with key stakeholders, including CHRO, business heads, and regional HR leaders, to drive data-backed decision-making.
• Provide monthly, quarterly, and annual hiring insights to highlight talent acquisition progress, hiring bottlenecks, and cost-saving initiatives.
• Develop strong stakeholder communication strategies, ensuring alignment on hiring priorities and workforce planning.

Talent Acquisition Budgeting & Cost Optimization

• Develop and manage TA budgeting, ensuring financial efficiency in recruitment expenditures.
• Optimize hiring costs by leveraging technology, internal talent mobility, and cost-effective sourcing strategies.
• Continuously assess the ROI on recruitment channels and vendor partnerships, focusing on long-term cost savings.

Technical Skills

• Advanced proficiency in ATS platforms (e.g., Avature, SuccessFactors, LinkedIn Recruiter).
• Strong understanding of data analytics, HR reporting tools, and recruitment dashboards.
• Expertise in market mapping, talent intelligence, and competitor benchmarking.

We look forward to reviewing your application!