Deputy General Manager - Talent Acquisition

Dear All,

Greetings from Omega Healthcare and management!

We are hiring for below position.

Job Title: Deputy General Manager - Talent Acquisition

Location: Bangalore

Department: Human Resources

Reports To: Director -Talent Acquisition

Job Summary:

The Deputy General Manager (DGM) of Talent Acquisition will be responsible for overseeing the end-to-end recruitment process and ensuring the organization attracts, hires, and retains high-performing talent to meet the business objectives. As a strategic leader within the HR team, the DGM will drive talent acquisition efforts, manage a team of recruitment professionals, and work closely with senior management to ensure alignment between talent acquisition and business goals. The role also focuses on optimizing recruitment practices, leveraging technology, and enhancing the employer brand to position the company as an employer of choice.

Key Responsibilities:

• Talent Strategy Development: Design and execute a comprehensive talent acquisition strategy aligned with organizational objectives, ensuring high-quality hires and building a diverse and inclusive workforce.
• Workforce Planning: Work with senior leadership to forecast hiring needs, especially for critical roles, and create proactive recruitment plans.
• Business Alignment: Ensure that talent acquisition efforts are directly aligned with the business strategy, with the ability to adjust recruitment priorities based on changing business needs.
• Recruitment Team Management: Lead, mentor, and develop a high-performing recruitment team. Provide ongoing coaching to enhance the teams recruitment skills, ensuring alignment with company values and recruitment goals.
• Training & Development: Develop and implement training programs to elevate recruitment capabilities within the team and ensure effective onboarding for new team members.
• Performance Management: Set key performance indicators (KPIs) for the team, monitor performance, and ensure recruitment targets are met on time and within budget.
• Process Improvement: Continuously review and refine recruitment processes, ensuring efficiency, scalability, and a seamless experience for candidates and hiring managers.
• Candidate Experience: Ensure a positive candidate journey from initial contact to offer acceptance, improving the companys employer brand.
• Technology & Innovation: Lead the adoption of new recruitment tools and technologies, including Artificial Intelligence (AI), Applicant Tracking Systems (ATS), and sourcing platforms, to enhance recruitment efforts.
• Metrics & Analytics: Monitor and analyze recruitment performance metrics, such as time-to-fill, quality-of-hire, cost-per-hire, and offer acceptance rates. Use data to drive improvements and optimize the recruitment strategy.
• Sourcing Strategy: Develop and manage sourcing strategies to attract top talent across multiple platforms (job boards, social media, direct sourcing, etc.).
• Employer Branding: Lead employer branding initiatives to enhance the companys reputation as an employer of choice, ensuring the company stands out in a competitive market.
• Diversity & Inclusion: Champion diversity and inclusion in recruitment practices. Develop initiatives to attract candidates from diverse backgrounds, promoting an inclusive workforce.
• Talent Pool Development: Build and maintain a proactive pipeline of qualified candidates for current and future hiring needs.
• Collaboration with Leadership: Work closely with senior leadership and department heads to understand their hiring needs and provide strategic recruitment support.
• Consulting & Advising: Act as a trusted advisor to hiring managers and HR business partners by providing guidance on recruitment best practices, market trends, and talent management strategies.
• Vendor Management: Manage relationships with external recruitment agencies and vendors, ensuring the best quality and cost-effective solutions for the company’s recruitment needs.
• Legal Compliance: Ensure all recruitment activities comply with local labor laws, regulations, and company policies, including fair hiring practices, candidate rights, and diversity requirements.
• Audit & Reporting: Regularly audit recruitment practices for compliance and provide detailed reports to senior management on recruitment performance, trends, and challenges.
• Budget Management: Manage the recruitment budget effectively, ensuring cost control while achieving recruitment goals. Track expenses related to job postings, agency fees, job fairs, and other recruitment-related activities.
• Resource Allocation: Allocate resources efficiently to ensure all recruitment campaigns are executed effectively while maintaining budgetary discipline.
• Brand Messaging: Develop and maintain consistent messaging to communicate the company’s values, culture, and opportunities to prospective candidates.
• External Representation: Represent the company at career fairs, networking events, and other recruitment-related external engagements to build and reinforce the company’s employer brand.

Required Skills and Qualifications:

• Educational Background: Bachelor’s degree in Human Resources, Business Administration, or a related field. A Master’s degree in HR or an MBA is a plus.

• Experience:
• Minimum 10+ years of experience in Talent Acquisition, with at least 5 years in a leadership or senior management role.
• Demonstrated success in managing large-scale recruitment campaigns, particularly in complex, high-growth environments.
• Experience with advanced recruitment technologies, such as ATS, LinkedIn Recruiter, and AI-driven sourcing tools.
• Expertise in managing global recruitment processes and working with remote or international teams is an advantage.

• Skills:
• Strong leadership, team management, and people development skills.
• Excellent communication, presentation, and interpersonal skills, with the ability to influence and build relationships at all levels.
• Ability to think strategically while executing hands-on recruitment processes.
• In-depth knowledge of recruitment marketing, candidate engagement, and employer branding strategies.
• Strong analytical skills with the ability to interpret and act on recruitment data and metrics.
• Deep understanding of diversity and inclusion principles and practices in recruitment.

Preferred Qualifications:

• Professional HR certifications such as PHR, SPHR, SHRM-CP, or SHRM-SCP.
• Experience in specialized recruitment areas, such as executive search, technical recruitment, or high-volume hiring.
• Proven track record in enhancing employer branding and implementing successful diversity initiatives.

Key Performance Indicators (KPIs):

• Time to Hire: Maintain an optimal time-to-hire for open roles.
• Quality of Hire: Track the performance and retention of new hires within the first year.
• Candidate Satisfaction: Regular surveys to evaluate candidate experience and satisfaction with the recruitment process.
• Cost per Hire: Monitor and minimize cost-per-hire while maintaining the quality of hires.
• Diversity Metrics: Track progress in recruiting diverse talent and promoting diversity and inclusion in the workplace.

Compensation & Benefits:

• Competitive salary based on experience
• Comprehensive benefits package, including health insurance, retirement plans
• Opportunities for career advancement and professional development.

Interested applicant please share your resume to Vijay.Vignesh@omegahms.com

Regards,

Team HR