Lead ? Talent Acquisition & Campus Relations

Job description

**ABOUT THE ROLE** A high-impact builder role at the intersection of strategy and execution. As Duroflex expands across retail, D2C, and manufacturing, the Lead TA & Campus Relations will define how we attract and win great talent owning everything from channel strategy and assessment design to onboarding and team leadership. **KEY TARGETS** **RESPONSIBILITIES** **01 Channel Strategy & Pipeline Development** Build sourcing pipelines across levels retail campuses, diploma/ITI institutes for store expansion, and innovative channels for factory talent (carpenters, skilled trades). Maintain a healthy mix across direct, referral, agency, and campus sources. **02 Talent Mapping & Market Intelligence** Create an ongoing competitor mapping mechanism benchmarking skill vs. cost for critical roles with particular focus on D2C capabilities: Performance Marketing, Category Management, Tech, and Social Media. **03 Selection Architecture & Assessment Governance** Define selection principles for each role family including when situational judgement or cognitive assessments are warranted. Identify, evaluate, and manage the right assessment vendors. Build interviewer capability through structured matrices and calibration sessions. **04 On boarding & Background Verification** Anchor the end-to-end onboarding experience, ensuring new joiners are set up for success from Day 1. Own Background Verification vendor selection, process standardisation, turnaround SLAs, and escalation protocols for adverse findings. **05 Employer Branding & Campus Relations** Execute Duroflex & employer brand across digital and campus channels. Identify institutional partnerships for both high-volume and niche hiring (design, social media, D2C). No fixed preference for college tier the right talent, from the right place. **06 TA Analytics & ATS Ownership** Own the ATS end-to-end. Design a dashboard tracking leading indicators (pipeline health, funnel velocity, source quality) and lagging indicators (time-to-join, quality-of-hire), with clear causal linkages. Target: & 85% of open positions filled at any point. **07 Team Leadership** Manage, develop, and inspire a 34 member TA team. Set clear goals, run structured reviews, coach individuals on craft and business acumen, and build a culture of accountability and continuous improvement within the team. **08. Search Partner identification , assessment , management & engagement** Build and govern a high-performing, well-balanced partner ecosystem across search, staffing, and campus channels. **Area expected** Identification Map search firms, staffing agencies, campus cells, and gig platforms across role types and geographies. Evaluate partners on sector expertise, database quality, reach, and past placement quality. Assessment Maintain a structured scorecard for partner onboarding and periodic performance reviews measured on SLA adherence, submission-to-offer ratio, candidate experience, and cultural fit. Contracting Standardise contracting with replicable templates covering scope, replacement guarantees, confidentiality, and performance clauses. Coordinate with legal as needed. Service Fee Benchmark fees by role level and engagement type. Negotiate a tiered fee framework competitive on cost without compromising partner commitment or quality. Relationship Invest in partner relationships through regular engagement and quality briefings. Treat top partners as strategic allies, not just transactional vendors. Source Mix Track channel concentration actively. Prevent over-dependence on any single source type. Set internal thresholds and course-correct proactively. **IDEAL CANDIDATE** **Education** MBA (any institution) **Experience** 46 years post-MBA **Background** TA, HRBP or Consulting **Engagement** Full-time or Contract **What sets the right person apart:** Intellectually curious and structured reads data patterns quickly, derives sharp insights, and acts on them. Can rapidly understand a role's context and make accurate assessments at the screening stage. Comfortable building from scratch not just maintaining systems that already exist. A natural team leader sets direction, coaches individuals, and holds the team to a high standard. Open engagement model: we will consider strong candidates seeking short-term contract arrangements. 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.