Business Development Manager

Responsibilities

• National Recruitment Strategy: Develop and execute the annual national recruitment plan aligned with business growth.
• Convert manpower plans into monthly and quarterly hiring targets.
• Build recruitment strategies for: Sales, Manufacturing, Engineering, Service, Contact Center, Supply Chain, Finance, Technology, Corporate functions, Leadership positions.
• Create hiring capacity plans for rapid business expansion.
• Develop city-wise, state-wise and function-wise talent pools.
• High-Volume Recruitment: Build capability to hire PHONE_NUMBER+ employees per month when required.
• Establish centralized and regional recruitment teams.
• Create recruitment hubs for major states and cities.
• Build continuous pipelines for sales and field employees.
• Develop local hiring channels for ASM/TSM/TSO/sales executives/service engineers.
• Create walk-in and mass-hiring mechanisms.
• Establish recruitment campaigns for new market launches.
• Recruitment Team Management: Build and manage a national recruitment organization consisting of: National Talent Acquisition team, Regional/Zone recruiters, State recruiters, Recruitment coordinators, Campus recruitment team, Recruitment operations team, Recruitment MIS/analytics team.
• Set clear productivity targets such as: Recruiter Interviews Offers Joining 90-day Retention.
• Recruitment Technology Process: Build a technology-driven recruitment engine using ATS/HRMS and digital tools.
• Own: Job requisition process, Candidate sourcing, Screening, Interview scheduling, Assessment, Offer management, Background verification, Joining, Recruitment MIS, Candidate database.
• Integrate recruitment systems with HRMS and employee onboarding systems.
• Talent Acquisition Channels: Develop multiple sourcing channels: Naukri / LinkedIn / Indeed; Employee referrals; Campus hiring; ITI / Polytechnic / Engineering colleges; MBA colleges; Recruitment agencies; Local employment networks; Walk-in drives; WhatsApp recruitment; Social media recruitment; Apprenticeship programs; Internal mobility; Community/local hiring; Industry networking. The objective should be to reduce dependence on recruitment agencies through internal talent pipelines.
• Campus Recruitment: Build relationships with IITs, NITs, IIMs, Tier-1 MBA colleges, Engineering colleges, Polytechnic colleges, ITIs, Local universities.
• Create structured programs for Management trainees, Graduate engineers, Sales trainees, Manufacturing trainees, Internships, Apprenticeships, Leadership pipeline.
• Recruitment Partner Management: Build and manage a national network of recruitment partners. Responsibilities include: Agency empanelment, Commercial negotiation, SLA management, Candidate quality monitoring, Replacement tracking, Agency productivity, Cost optimization.
• Employer Branding: Work closely with HR and Marketing to position the company as an employer of choice.
• Build: Careers website, Employee stories, Campus brand, Social media recruitment campaigns, Employee referral campaigns, Recruitment videos, Leadership communication, Employer value proposition.

Recruitment KPIs

• Hiring achievement 95% of approved plan
• Time to hire: role-specific SLA
• Offer-to-joining ratio 85%
• 90-day retention 90%
• Cost per hire: Within budget
• Recruiter productivity: Defined monthly target
• Agency dependency: Continuous reduction
• Internal hiring: Increasing annually
• Candidate experience: 90% positive
• Critical-position closure: Within agreed SLA
• Hiring quality: Strong 90-day performance

Requirements

Education

• MBA/PGDM in HR preferred.
• Graduate degree from a reputed institution.

Disclaimer: This job posting has been aggregated from external source. Role details, content, and availability are subject to change. Applicants are advised to confirm the latest information directly on the company website before applying.