Manager- Talent Solutions (Manufacturing)

Key Responsibilities-

• Build working relationships with business stakeholders, TA leadership and key HR contacts on the account, and across

the wider Taggd business.

• Act as the single point of contact for all recruitment, sourcing and strategy matters raised with the RPO team.

• Hold a weekly, monthly and quarterly review rhythm with the hiring manager community and senior business

stakeholders, covering pipeline health, SLA status and open escalations.

• Seek stakeholder feedback actively and close out every item with a documented action.

• Communicate process changes, new initiatives and additional service offerings to stakeholders as they are introduced.

Delivery and Operations

• Deliver the agreed annual hiring plan, tracked as a monthly fulfilment percentage against plan.

• Hold time-to-fill within the contracted SLA for each role band and review every ageing requisition in the weekly account review.

• Review team, recruiting numbers and SLA performance on a set cadence, and act on any measure falling below

benchmark.

• Maintain offer-to-join conversion at 85% or above through structured candidate engagement from offer release to date

of joining.

• Ensure governance and compliance across policy, process and procedure, with zero audit exceptions on the account.

Sourcing and Talent Pipeline

• Lead hands-on sourcing for critical and niche mandates; head-hunt for roles that portals cannot fill.

• Gain a working understanding of the assigned business — structure, nature of work and challenges faced — so that

sourcing strategy is built against anticipated demand rather than live vacancies alone.

• Build and maintain ready pipelines of active and passive candidates for repeat-demand and hard-to-fill roles.

• Engage specialised, high-skilled and difficult-to-attract talent through professional networks, portals and direct

approach.

Market Intelligence and Reporting

• Analyse recruitment trends, results and insights — business unit, client and external market — and share them with

the client and Taggd peers to shape future hiring activity.

• Share market intelligence — talent availability, compensation trends, competitor movement — in every monthly

review.

People Management

• Create KPIs for every team member on the HRMS and manage performance against them through the year.

• Plan and track training so the team is set up to deliver against its targets.

• Run structured engagement connects and build a documented career path for each team member

Candidate Profile-

This role suits someone who has already run a recruitment team against a hiring plan, not someone stepping into team

management for the first time. The successful candidate will:

• Bring 8+ years in search or RPO delivery, including experience leading a team of 10+ recruiters. Candidates who have

not managed at this scale will not be considered.

• Have hired at volume in manufacturing, automobile, auto component, heavy machinery, OEM or electric vehicle

businesses, and know where the talent sits and what it costs. This sector exposure is a requirement of the role, not a

preference.

• Still source personally on the mandates that matter, through head-hunting, Boolean and advanced search, portals and

professional networks.

• Hold their own with business heads and senior HR stakeholders, and hold a consultative hiring conversation rather

than take an order.

• Communicate with authority in writing and in the room.

• Work to a target and carry a delivery orientation into the team.

• Be fluent with ATS and database management, and advanced in MS Office.

• Be a graduate in any discipline; a postgraduate qualification or an MBA or PGDM in Human Resources is preferred.

• Source with AI-driven search and AI-enabled tools — CV matching, Gen AI Boolean strings and adverts, automated

outreach — and measure what each one actually yields.

• Run the weekly delivery dashboard and the monthly account MIS, and act on what the numbers show rather than only

reporting them.

• Build recruiter capability — find the skill gaps across the team, coach against them, and add capability where the plan

needs it.