Senior Manager - Talent Acquisition
- 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 levels—frontline, 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.
- 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 Group’s 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.
- 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.
- Drive end-to-end recruitment across Blue Dart’s 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.
- Manage and oversee the hiring of senior leadership roles, ensuring strong alignment with Blue Dart’s 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.
- 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.
- Strengthen Blue Dart’s 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- Essential: MBA/PGDM in Human Resources or related fields.
- Preferred: Certification in Recruitment Strategy, HR Analytics, or Employer Branding.
- Overall: 10–12 years of experience in HR, with at least 7+ years in Talent Acquisition.
- Proven experience in leading and managing a nationwide Talent Acquisition team.
- Strong background in hiring for all staff levels, from frontline roles to senior leadership positions.
- Expertise in recruitment technologies, data analytics, and employer branding.
- 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.
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