Assistant Manager -HR Recruiter

JOB DESCRIPTION ASSISTANT MANAGER – TALENT ACQUISITION Department Human Resources Location Pune Position Assistant Manager – Talent Acquisition Overall Experience 5+ years Industry Experience Minimum 3 years in Real Estate – mandatory Employment Type Full-time Reporting To VP – HR / Head – HR Team Management As per organisation structure 1. Job Purpose To manage and deliver end-to-end talent acquisition for the organisation, with a strong focus on real estate and construction-related roles across corporate, project, sales, technical and support functions. The role will translate approved manpower requirements into effective sourcing and selection plans, build qualified talent pipelines, ensure timely closures, and deliver a professional candidate experience while maintaining recruitment quality, governance and cost effectiveness. 2. Key Roles and Responsibilities A. Manpower Planning and Requisition Management Work closely with HODs, project leaders and business stakeholders to understand current and upcoming manpower requirements. Validate job descriptions, role expectations, competencies, budget and target joining timelines before initiating recruitment. Maintain an updated recruitment plan and vacancy tracker with clear ownership, priorities and target closure dates. Highlight critical, ageing and hard-to-fill vacancies and recommend closure strategies. B. End-to-End Talent Acquisition Manage the complete recruitment lifecycle from sourcing and screening to interview coordination, selection, offer and joining. Recruit across real estate functions including Projects, Engineering, Construction, MEP, Design & Development, Planning, Contracts, Procurement, Quality, Safety, Sales, CRM, Finance, Legal, ERP and corporate support. Use job portals, professional networks, employee referrals, databases, recruitment partners, campus channels and direct sourcing. Assess candidates for relevant industry exposure, functional capability, stability, achievements, compensation fit and cultural alignment. Ensure timely interview scheduling, structured feedback and disciplined follow-up at every recruitment stage. C. Stakeholder and Candidate Management Build strong working relationships with HODs and hiring managers; provide regular updates on pipeline, interview status, risks and expected closure. Partner with senior management on leadership and critical hiring assignments, ensuring confidentiality and timely follow-through. Maintain engagement with shortlisted candidates to minimise dropouts and improve offer-to-joining conversion. Ensure a positive and consistent candidate experience throughout the recruitment process. D. Offer Management and Joining Coordinate compensation discussions and offer approvals in line with the approved salary structure and delegation of authority. Manage offer release, documentation, pre-joining engagement, notice-period follow-up and joining confirmation. Track offer acceptance, candidate dropouts, joining ratios and reasons for declined offers; recommend corrective actions. Coordinate with HR Operations and departments for smooth onboarding and joining formalities. E. Recruitment MIS, Analytics and Governance Maintain accurate and current recruitment data in the HRMS/ATS and recruitment trackers. Prepare periodic MIS covering open positions, ageing, source effectiveness, interview-to-selection ratio, offer-to-joining ratio, time-to-fill and recruitment cost. Ensure candidate records, interview feedback, approvals and recruitment documentation are complete and properly maintained. Monitor recruitment agency performance, commercial terms and service levels in line with approved empanelment processes. Identify process gaps and implement improvements to increase hiring speed, quality and consistency. F. Employer Branding and Talent Pipeline Strengthen the employer brand through professional candidate interactions, referral initiatives, campus engagement and relevant hiring campaigns. Build talent pools for recurring and niche real estate positions, especially project- and site-based requirements. Develop market intelligence on talent availability, competitor hiring trends, compensation benchmarks and notice periods. G. HRMS / ATS Utilisation and Process Improvement Use the organisation's HRMS/ATS for requisition tracking, candidate data, interview workflows, approvals and recruitment reporting. Support adoption and process improvement of recruitment modules in platforms such as Keka, Zoho or Darwinbox, or similar systems. Promote disciplined system usage and reduce dependency on fragmented offline trackers wherever system functionality is available. 3. Key Performance Indicators (KPIs) Vacancy closure within agreed timelines / time-to-fill. Quality of hire, based on hiring-manager feedback and new-joiner performance/retention inputs. Offer-to-joining ratio and reduction in candidate dropouts. Accuracy of manpower plans, vacancy trackers and timely escalation of critical positions. Turnaround time for interview coordination, feedback, offer approvals and offer release. Source effectiveness, referral contribution and recruitment cost optimisation. Compliance with approved requisitions, compensation approvals and recruitment processes. Accuracy and completeness of recruitment data in HRMS/ATS and periodic MIS. 4. Qualifications and Experience Graduate in any discipline; MBA/PGDM in Human Resources or a related specialisation will be preferred. Minimum 5+ years of hands-on experience in Talent Acquisition / Recruitment. Minimum 3 years of experience in the Real Estate industry is mandatory. Experience with real estate developers, construction companies or allied real estate businesses is relevant. Practical experience in end-to-end recruitment across multiple functions and levels, including technical, project/site and corporate roles. Experience in handling senior, niche and time-critical positions will be an advantage. 5. Technical Skills and Competencies Good understanding of real estate and construction functions, role structures and talent markets. Strong sourcing, screening, interviewing and candidate assessment skills. Working knowledge of recruitment portals, professional networking platforms, databases and referral programmes. Good command of MS Excel and PowerPoint, with the ability to prepare and interpret recruitment MIS and dashboards. Exposure to HRMS / ATS platforms such as Keka, Zoho or Darwinbox will be an added advantage. Strong stakeholder management, negotiation, communication and follow-up skills. Ability to manage multiple vacancies simultaneously, prioritise critical requirements and work to deadlines. High levels of integrity, confidentiality, ownership, responsiveness and attention to detail. 6. Key Internal and External Interfaces Internal: VP–HR / Head–HR, HR Operations, HODs, Project Heads, Site Teams, Sales, CRM, Finance and senior management. External: Candidates, recruitment consultants, job portals, professional networks, educational institutions and talent-sourcing partners. 7. Role Expectations Take ownership of assigned vacancies from approved requisition through candidate joining. Demonstrate a proactive, data-driven and service-oriented approach to recruitment. Escalate hiring risks early, supported by practical solutions and recovery plans. Ensure that no offer or hiring commitment is made outside the approved authority and compensation framework. Be willing to travel to project sites or attend hiring drives/interviews as required.