About the Role
We are seeking an experienced and strategic Manager - Talent Acquisition & HR Operations to lead end‑to‑end recruitment and HR service delivery in a dynamic, client‑focused environment. This role is critical in driving business outcomes through high‑quality hiring, operational excellence, strong governance, and people leadership - particularly within staff augmentation and HR service delivery models.
The role partners closely with internal stakeholders and external clients, ensuring scalable, compliant, and outcome‑driven HR and recruitment solutions.
Key Responsibilities
Strategic Talent Acquisition Leadership
Develop and execute end‑to‑end recruitment strategies aligned with client workforce demands and business objectives.
Manage full‑cycle recruitment, including job scoping, sourcing, screening, interviewing, and selection coordination.
Analyze talent requirements, skills gaps, and hiring forecasts to proactively meet demand.
Oversee recruitment delivery to ensure strong candidate pipelines, quality of hire, and efficient time‑to‑fill.
Drive sourcing innovation through market mapping, talent pooling, employer branding initiatives, and data‑driven hiring insights.
Design and execute sourcing strategies using job boards, LinkedIn, social media, referrals, and direct sourcing.
Ensure a consistently positive candidate and hiring manager experience.
HR Management & Operational Excellence
Oversee HR generalist and operational functions including onboarding, employee data management, HRIS accuracy, contract administration, and employee lifecycle activities.
Implement and continuously enhance HR processes to ensure compliance, consistency, and operational efficiency.
Manage day‑to‑day employee relations queries, escalating complex matters to internal HR leadership when required.
Support performance management cycles, contract renewals, and offboarding processes.
Deliver HR reporting, dashboards, and people insights to enable informed leadership decision‑making.
Financial Management
Define and manage financial goals, budgets, and workforce forecasts.
Conduct variance analysis, trend analysis, and financial performance assessments related to recruitment and HR operations.
Partner with leadership to support strategic decision‑making using financial and workforce insights.
Governance, Risk Management & Compliance
Ensure recruitment and HR practices comply with local labor laws, company policies, and data privacy regulations.
Oversee adherence to SLAs, KPIs, and audit requirements within staff‑augmentation and service delivery models.
Maintain documentation standards and support internal and external audits.
People Leadership & Team Management
Lead, coach, and develop a team of HR and Talent Acquisition professionals.
Foster a culture of accountability, continuous improvement, learning, and service excellence.
Ensure optimal resource allocation and workload balancing tomeet business and client demands.
Continuous Improvement & Transformation
Identify opportunities for service improvement andoperational efficiency across HR and TA.
Lead process optimization and transformation initiatives.
Champion technology adoption, including ATS/HRIS enhancements, automation, AI tools, and advanced reporting.
Knowledge, Skills & Attributes
Excellent organizational, team leadership, and stakeholder management skills.
Strong verbal and written communication with the ability to engage internal stakeholders and external clients.
Proven experience in budget management and cost optimization.
Strong prioritization, delegation, and time‑management capabilities.
Highly client‑centric and outcome‑driven mindset.
Ability to guide teams through transformation and change.
Strong cross‑cultural awareness with experience working across diverse regions and teams.
Comfortable operating in fast‑paced, high‑pressure environments with changing priorities.
Academic Qualifications
Bachelor’s degree in human resources, Business Administration, or a related field (or equivalent qualification).
Required Experience
Minimum 7 years of combined HR and Talent Acquisition experience, with at least 2-3 years in a managerial or leadership role.
Proven experience within staff augmentation, RPO, or HR service delivery models.
Strong knowledge of regional labor laws, HR operations, and recruitment best practices.
