Deputy General Manager- Talent Acquisition

Job Description: Deputy General Manager (DGM) Talent Acquisition

Purpose of the Role

This role will be responsible for designing, executing, and optimizing talent acquisition Process and strategies that align with organizational objectives. It focuses on the core areas like lateral hiring, Leadership Hiring, campus recruitment, and employer branding, while fostering innovation, efficiency, and a candidate-centric hiring experience.

This position plays a pivotal role in ensuring that Tata Motors attracts and retains high-caliber talent to drive business success.

Key Responsibilities

1. Hiring Strategy:

- Collaborate with business leaders to forecast workforce needs and build a scalable talent pipeline for the open roles

- Develop region & Function specific recruitment plans to meet diverse hiring needs.

- Leverage innovative sourcing techniques such as AI-driven tools, social media recruiting, and referrals, IJPs and the like to tap into high-potential talent pools internal and External.

- Conduct competitor analysis and mapping to identify and attract targeted talent in the market.

2. Campus Relations

- Create a roadmap for long-term partnerships with engineering colleges, B Schools and other academic institutions.

- Implement targeted campus engagement activities such as hackathons, case study competitions, and guest lectures to build brand recall among students.

- Drive early-career program for the young Engineering and management professionals

- Monitor and evaluate the effectiveness of campus hiring initiatives using structured feedback loops and performance metrics.

3. Employer Branding and Candidate Experience:

- Establish the organization as a preferred employer by promoting its culture, values, and growth opportunities.

- Collaborate with communication teams and External agencies to design and implement impactful employer branding campaigns, utilizing tools like LinkedIn, Glassdoor, and industry events.

- Maintain an active social media presence to share engaging content about the company’s achievements, employee stories, and community involvement.

- Drive initiatives to improve candidate experience, from application to onboarding, ensuring consistency and transparency at every touchpoint.

4. Leadership and Stakeholder Management:

- Lead and mentor a team of recruiters and talent acquisition specialists to deliver against organizational hiring goals.

- Collaborate with HR leadership to align recruitment strategies with overall workforce planning.

- Build partnerships with external recruitment agencies and consulting firms to supplement internal hiring efforts when needed.

- Act as a trusted advisor to senior management by providing insights and recommendations on market trends, talent availability, and hiring challenges.

5. Data-Driven Recruitment:

- Use data analytics to measure recruitment efficiency, identify bottlenecks, and optimize the hiring process.

- Track metrics like time-to-fill, quality-of-hire, source effectiveness, and diversity hiring.

- Effectively utilise AI and automation tools for resume screening, interview scheduling, and talent matching to enhance efficiency.

- Create regular dashboards and reports for leadership to showcase progress and impact.

Desired Skills and Attributes

Leadership Skills -- Strong ability to influence and manage diverse stakeholders across functions and levels.

Strategic Thinking -- Ability to foresee talent trends and proactively adapt recruitment strategies to meet future business demands.

Innovative Mindset -- Creative approach to problem-solving, particularly in talent acquisition and employer branding challenges.

Technology Proficiency: - - Hands-on experience with applicant tracking systems (ATS), HRIS platforms, and recruitment tools like LinkedIn Talent Insights, Naukri RMS, or similar.

Communication Skills -- Excellent verbal and written communication skills to represent the organization externally and engage internal teams effectively.

Educational Qualifications and Experience

- MBA with 10+ years of experience in talent acquisition, with a focus on sales hiring, campus recruitment, and employer branding.

- Demonstrated experience in managing large-scale recruitment and multi-regional hiring needs.

-Proven Track record of atleast 2 years in DEI Hiring space

- Should have managed a team of recruiters

Key Performance Indicators

- Reduction in time-to-hire and cost-per-hire metrics.

- Quality-of-hire metrics reflecting employee performance and retention.

- Engagement and conversion rates from campus recruitment programs.

- Increased brand presence and positive employer reviews on platforms like Glassdoor and LinkedIn.