Head of Talent Acquisition & Employer Branding

Core Functional Responsibilities (60%):

• Develop and lead the TA strategy by designing and implementing a comprehensive Talent Acquisition strategy aligned with workforce planning and business growth.
• Build scalable recruitment frameworks across Mass Hiring, Non-Mass Hiring, Leadership Hiring, and Strategic Talent Programs.
• Develop strategic talent programs by initiating and leading long-term talent initiatives such as the Hire Right Project, Management Trainee Program, Future Leadership Talent Programs, Alumni Talent Network, and Strategic University Partnerships.
• Drive innovative Employer Branding initiatives by developing differentiated employer branding strategies to position the company as a top employer, and launching creative campaigns and talent engagement initiatives to attract high-potential candidates.
• Establish TA frameworks and systems by developing structured recruitment frameworks including talent mapping, talent pipeline development, candidate experience design, and hiring manager partnership models.
• Ensure data-driven recruitment performance by defining and monitoring recruitment performance metrics such as time-to-hire, quality-of-hire, hiring cost efficiency, and candidate experience.

Management / Cross-functional Collaboration (20%):

• Manage TA functions including: Employer Branding, Non-Mass Recruitment, Mass Recruitment, Governance & Recruitment Systems.
• Collaborate with business leaders to align hiring strategy with organizational growth priorities.
• Work with HR and Technology teams to develop systems such as: ATS (Applicant Tracking System), Recruitment reporting dashboards, Talent analytics frameworks.

Development & Improvement Plan (20%):

• Identify opportunities to improve recruitment efficiency through technology and automation.
• Continuously innovate recruitment practices to enhance candidate experience and hiring
• effectiveness.
• Develop new talent ecosystem strategies to strengthen long-term talent supply.
• Develop team members through role modeling and trainings.

• Bachelor’s degree in Human Resources, Business Administration, or related fields.
• 8–12 years of experience in Talent Acquisition, and at least 4–5 years in a leadership role managing recruitment strategy.
• Expertise in talent acquisition strategy development, ATS systems and recruitment analytics.
• Strong understanding of employer branding and talent market dynamics.
• Strategic leadership, innovation and transformation mindset, strong stakeholder management.
• Experience in high-growth technology companies is a plus.
• Experience building talent ecosystems or leadership development hiring programs is a plus.

Competencies:

• Ability to design and execute long-term Talent Acquisition strategies aligned with business growth and workforce planning.
• Ability to build sustainable talent pipelines and ecosystems through strategic programs.
• Ability to develop innovative employer branding strategies that strengthen the company’s positioning in competitive talent markets.
• Ability to leverage recruitment analytics, ATS systems, and performance dashboards to optimize hiring effectiveness and efficiency.
• Ability to define and track data metrics and make recommendations based on analysis.
• Ability to build strong partnerships with senior leaders and influence strategic hiring decisions across the organization.
• Ability to lead and scale a high-performing Talent Acquisition organization while developing strong recruitment capabilities within the team.
• Ability to drive innovation and transformation in recruitment processes, systems, and talent acquisition strategies.
• Strong ownership mindset with accountability for recruitment performance, talent pipeline sustainability, and organizational hiring success.