Lead - Talent Acquisition Business Partner

Work Flexibility: Hybrid

What you will do

• Act as a Talent Acquisition business partner to business leaders by understanding business priorities, workforce needs, capability gaps, and hiring objectives before shaping the recruitment approach.
• Influence and advise business stakeholders and leadership teams with a strategic talent perspective, using market insights, data, and candidate intelligence to support better hiring decisions.
• Bring a strategic mindset to talent acquisition by moving beyond transactional sourcing and partnering with the business from role scoping and talent planning through to successful delivery.
• Drive new ways of operating within the Talent Acquisition function, including proactive talent mapping, consultative stakeholder engagement, data-led decision making, and continuous improvement of hiring processes.
• Upkeep, Analysis and Presentation of relevant TA data for team, stakeholder management and business reviews.
• Own the recruiting lifecycle process beginning with understanding requirements through hiring intake meetings, develop and implement appropriate candidate sourcing strategies, sourcing candidates through self and other sources, conducting selection process, offer negotiations and candidate joining.

What you need

• Postgraduate qualification in HR from a reputed management school, with 8+ years of talent acquisition experience in a process-driven MNC environment; experience in product development, commercial, or healthcare sectors preferred.
• Proven experience partnering with business leaders and hiring managers across commercial (Marketing ,Medical Education ,Business Development and Strategy roles) and support functions(Finance ,HR, Legal and Complaince), with ownership of role intake, sourcing strategy, assessment, offer negotiation, and hiring delivery.
• Strong stakeholder management, communication, and influencing skills, with the ability to advise leaders using talent market insights and sound hiring judgment.
• Ability to use recruiting data, market intelligence, and process insights to identify gaps, present recommendations, and improve hiring outcomes.

Travel Percentage: None