Talent Acquisition Manager

About the role

The Talent Acquisition Manager partners with the executive team to design and execute annual hiring strategies that align departmental needs with budgetary limits and long‑term growth plans. This senior HR professional leads a high‑performing recruitment function, ensuring a seamless, white‑glove experience for mission‑critical and C‑suite candidates.

Key responsibilities

• Collaborate with executives to create annual hiring roadmaps that balance demand, budget, and scaling objectives.
• Lead, mentor, and professionalize a team of recruiters and coordinators, driving accountability and continuous improvement to meet aggressive KPIs.
• Own full‑cycle recruitment for senior and C‑suite vacancies, from sourcing to offer negotiation.
• Audit the recruitment funnel regularly, using data to reduce Time‑to‑Hire and improve Quality‑of‑Hire.
• Synthesize recruitment metrics (cost‑per‑hire, attrition, sourcing ROI) into actionable insights for leadership.
• Manage the company’s digital presence on LinkedIn and other career platforms to convey the culture story and attract passive talent.
• Provide hiring managers with market intelligence, compensation benchmarking, and structured interview training.
• Oversee screening, technical evaluation, and complex offer negotiations for specialized roles.
• Design onboarding programs that ensure cultural immersion and regulatory compliance for local and expatriate hires.
• Build and maintain ready‑now talent pools and evergreen pipelines for critical technical and senior positions.
• Negotiate service level agreements with agencies and salary packages with senior candidates, including international headhunting for pharma or lubricant manufacturing expertise.

Required profile

• Proven experience leading recruitment teams and managing full‑cycle hiring for senior or executive positions.
• Strong analytical mindset with ability to translate recruitment data into strategic recommendations.
• Expertise in compensation benchmarking, market intelligence, and structured interview processes.
• Experience designing onboarding programs and ensuring compliance for both local and expatriate talent.
• Demonstrated negotiation skills with agencies and senior candidates.

Required skills