HR Manager - Talent Acquisition & External Partnership Development

Job Summary:

The Talent Acquisition Manager is responsible for leading the end-to-end recruitment of manager and executive-level positions, ensuring the organization attracts and secures top leadership talent. This role partners closely with business leaders and HR to design sourcing strategies, build strong talent pipelines, and deliver an exceptional candidate and stakeholder experience.

DUTIES AND RESPONSIBILITIES: List primary duties and responsibilities in order of importance. Include weight percentage for each activity.

1. End-to-End Recruitment Management

Own the full recruitment lifecycle for manager and executive roles – from sourcing, screening, interviewing, assessment, selection, to offer negotiation and onboarding coordination.

Ensure recruitment processes are aligned with company policies, compliance requirements, and best practices.

2. Talent Sourcing & Market Mapping

Develop and execute targeted sourcing strategies to attract passive and high-caliber candidates from competitors and relevant industries.

Conduct talent mapping, headhunting, and relationship-driven acquisition for critical leadership positions.

Leverage recruitment technology, professional networks, and executive search methodologies.

3. Stakeholder & Candidate Management

Partner with business leaders to understand role requirements, success profiles, and organizational needs.

Act as trusted advisor to executives and hiring managers, providing market insights, benchmarking, and recruitment recommendations.

Deliver a premium candidate experience that reflects the companys brand and values.

4. Recruitment Analytics & Reporting

Track and report recruitment metrics (e.g., time-to-fill, pipeline strength, quality of hire) for manager and executive roles.

Use data insights to refine recruitment strategies and improve decision-making.

5. Employer Branding & Talent Engagement

Support employer branding initiatives to position the organization as an employer of choice for senior talent.

Build long-term relationships with leadership candidates, industry associations, and recruitment partners.

Competencies & Skills:

· At least 7–10 years of progressive experience in talent acquisition, with strong focus on managerial and executive-level hiring.

· Proven track record in headhunting, talent mapping, and leadership recruitment across multiple industries.

· Strong business acumen, stakeholder management, and executive communication skills.

· High integrity, discretion, and professionalism in handling sensitive leadership recruitment.

· Familiarity with recruitment tools, ATS platforms, and advanced sourcing methods (e.g., LinkedIn Recruiter, Boolean search).