Corporate Human Resources Talent Acquisition Manager

Position Summary The Corporate Talent Acquisition Manager (Central) is responsible for governing and driving centralized recruitment and workforce acquisition operations across all business units and group companies of Pagaria Group. The role oversees manpower planning coordination, recruitment governance, leadership hiring, talent pipeline development, employer branding, and hiring process standardization to support organizational growth, workforce continuity, and business expansion across diversified business sectors. Key Responsibilities 1. Talent Acquisition Governance & Workforce Planning Lead centralized talent acquisition operations and recruitment governance across all business units and operational locationsCoordinate manpower planning activities with business heads, department leaders, and HR teams based on business requirements and growth plansDevelop and implement recruitment strategies for technical, operational, commercial, leadership, and corporate support functionsMonitor hiring priorities, workforce requirements, recruitment pipelines, and manpower availability across locationsEnsure standardization of recruitment processes, approval workflows, interview evaluation systems, and hiring documentation practicesSupport management in workforce planning, expansion hiring, succession hiring, and strategic manpower acquisition initiativesEnsure recruitment activities are aligned with organizational policies, manpower budgets, and workforce planning objectives2. Recruitment Operations & Leadership Hiring Manage end-to-end recruitment coordination including sourcing, screening, interview management, offer rollout, negotiation support, and onboarding coordinationCoordinate hiring across business functions including operations, projects, sales, finance, HR, administration, technology, healthcare, hospitality, and corporate rolesSupport leadership hiring and recruitment for critical positions in coordination with senior management and business headsBuild and maintain talent pipelines through consultants, job portals, referrals, campus hiring, social hiring platforms, and industry networksMonitor hiring quality, joining ratios, offer acceptance trends, recruitment aging, and workforce fitment indicatorsCoordinate with recruitment agencies, hiring partners, consultants, and institutional networks for workforce acquisition supportEnsure timely closure of positions while maintaining hiring quality and organizational fitment standardsProactively address recruitment challenges, critical manpower gaps, and hiring bottlenecks across business units3. Employer Branding, Candidate Experience & HR Coordination Support employer branding initiatives to strengthen organizational visibility and hiring attractiveness across diversified business sectorsEnsure professional candidate experience throughout sourcing, interviews, selection, offer management, and onboarding processesCoordinate onboarding and induction activities in collaboration with HR operations, administration, and business unit teamsSupport employee referral programs, campus hiring initiatives, institutional partnerships, and talent branding activitiesCoordinate with business HR teams and department heads for hiring alignment and workforce deployment planningEnsure professional communication with candidates, hiring managers, recruitment partners, and internal stakeholders throughout the recruitment cycleSupport development of recruitment communication standards, interview assessment formats, and hiring governance systemsMaintain recruitment confidentiality, ethical hiring practices, and professional hiring standards across all recruitment activities4. Recruitment Analytics, Reporting & Process Improvement Review and consolidate recruitment MIS reports related to open positions, hiring status, recruitment aging, joining ratios, attrition replacement, and workforce trendsAnalyze recruitment metrics, sourcing effectiveness, hiring timelines, and workforce acquisition trends for management reviewMonitor recruitment database accuracy, candidate records, hiring trackers, and recruitment documentation systemsEnsure adherence to recruitment SOPs, approval workflows, hiring governance standards, and reporting timelinesSupport implementation of HRMS/ERP recruitment modules, hiring automation initiatives, and digital recruitment process improvementsCoordinate recruitment audits, documentation reviews, and hiring data verification activitiesIdentify process gaps and drive improvements to strengthen hiring efficiency, recruitment quality, and talent acquisition effectiveness5. Cross-Functional Coordination & Strategic Hiring Support Coordinate with business leaders, HR teams, and operational departments for workforce planning and manpower acquisition requirementsSupport organizational growth initiatives through proactive hiring planning and workforce deployment supportAssist management in strengthening workforce capability through structured talent acquisition