Senior Manager- Talent Acquisition

JOB DESCRIPTION

JOB TITLE	Senior Manager- Talent Acquisition
DEPARTMENT	Human Resources
LOCATION	Gurugram
SUPERVISOR NAME:	Saurabh Singh

MAIN OBJECTIVE OF THE POSITION

Lead and drive the Talent Acquisition for Cinepolis India by developing and executing scalable, data-driven recruitment strategies that enable the business to attract, assess and onboard high-quality talent across cinemas and corporate functions. The role will own the end-to-end recruitment lifecycle, strengthen talent pipelines for critical and future roles, partner closely with business leaders on workforce requirements, improve recruitment efficiency and candidate experience, and build a strong internal and external talent ecosystem aligned with Cinepolis’ growth plans and culture.

JOB FUNCTIONS

Talent Acquisition Strategy & Workforce Planning

Develop and execute the annual Talent Acquisition strategy aligned with business growth, cinema expansion, pre-opening plans and workforce requirements.

1. Partner with HRBPs and business leaders to understand current and future talent requirements and translate them into actionable hiring plans.
2. Drive manpower planning and recruitment prioritisation based on business criticality, budgets, attrition trends and projected requirements.
3. Establish recruitment strategies by talent segment — frontline/cinema, middle management, senior management, corporate and specialist roles.
4. Identify opportunities to improve the scalability, productivity and cost-effectiveness of the recruitment function.

End-to-End Recruitment Leadership

Lead and oversee the complete recruitment lifecycle from approved manpower requisition and JD finalisation through sourcing, assessment, selection, offer management and onboarding.

1. Ensure recruitment delivery within agreed TATs and quality benchmarks:
• Junior-level positions – 30 days
• Middle-management positions – 60 days
• Senior-management positions – 90 days
2. Ensure robust recruitment governance, documentation and adherence to approved hiring processes.
3. Personally drive critical, senior and business-sensitive mandates and ensure timely closure of key positions.
4. Build a strong candidate experience across all stages of the recruitment journey.

Cinema & Pre-Opening Recruitment

Drive recruitment strategy and execution for new cinema/pre-opening projects, ensuring manpower readiness within agreed timelines.

1. Develop location-specific hiring strategies for challenging markets and high-volume frontline requirements.
2. Build recruitment models that enable rapid mobilisation of talent without compromising quality.
3. Partner with Operations and Project teams to establish hiring milestones aligned with cinema opening timelines.

Talent Pipeline & Critical Hiring

Build and maintain ready talent pools for critical, recurring and hard-to-fill positions.

1. Develop succession-oriented external talent pipelines for key roles in partnership with HRBPs and business leaders.
2. Establish talent mapping and market intelligence for critical functions and leadership positions.
3. Proactively engage with high-potential candidates before positions become vacant.
4. Strengthen the use of referrals, internal job postings, professional networks, databases, job portals, social recruitment and targeted search.

Internal Mobility & Talent Marketplace

Drive internal hiring and mobility through effective utilisation of IJP and employee referral mechanisms.

1. Maintain an appropriate balance between internal and external hiring based on business and talent requirements.
2. Partner with HRBPs to identify internal talent for open positions and support career mobility across cinemas and corporate functions.
3. Strengthen internal talent visibility and improve conversion of internal candidates into critical roles.

Sourcing & Employer Branding

Develop a multi-channel sourcing strategy covering employee referrals, job portals, LinkedIn, professional networks, campuses, recruitment partners and targeted talent searches.

1. Strengthen Cinepolis’ employer brand and talent proposition across relevant talent pools.
2. Identify innovative sourcing channels and digital recruitment solutions to improve reach and quality of candidates.
3. Build strategic relationships with campuses, industry networks and external talent communities.

Recruitment Analytics & Governance

Establish and monitor key TA metrics including:

• Time to Hire / Time to Fill
• Offer-to-Joining ratio
• Source effectiveness
• Cost per hire
• Quality of hire
• Internal vs. external hiring ratio
• Recruitment funnel conversion
• Candidate experience
• Vacancy ageing
• Recruitment productivity

Publish periodic recruitment dashboards and insights for HR and business leadership.

Use recruitment data and market intelligence to identify bottlenecks and drive continuous improvement.

Ensure recruitment activities are tracked accurately.

Stakeholder & Business Partnering

Act as a strategic Talent Acquisition partner to business leaders, HRBPs and functional heads.

1. Consult hiring managers on role definition, candidate profiles, sourcing strategy, assessment methodology and market availability.
2. Challenge hiring requirements where appropriate and bring external market insights to hiring decisions.

Assessment & Selection

Strengthen structured selection methodologies and competency-based interviewing practices.

1. Conduct initial assessment/interviews for Unit Heads, critical positions and corporate roles as required.
2. Ensure consistency and quality in candidate assessment across locations and functions.
3. Partner with business leaders to improve interview effectiveness and selection quality.
4. Support deployment of assessment tools, psychometric assessments and other technology-enabled selection methods where relevant.

Recruitment Vendor Management

Manage recruitment agencies, search partners, job portals and other external TA partners.

1. Establish clear SLAs, performance expectations and commercial terms with recruitment partners.
2. Review vendor performance through quality, TAT, conversion and cost metrics.
3. Rationalise and optimise the recruitment partner ecosystem based on business requirements.
4. Ensure compliance with approved vendor and commercial processes.

Campus & Early Career Talent

Develop and execute campus recruitment strategy for management trainees, interns and early-career talent.

1. Lead campus engagement, selection processes and partnerships with identified institutes.
2. Strengthen the internship and management trainee pipeline as a long-term talent source.
3. Build relationships with key educational institutions aligned with Cinepolis’ future talent requirements.

Offer Management & Onboarding

Ensure competitive and timely offer management in alignment with Compensation & Benefits guidelines and approved budgets.

1. Partner with C&B and HRBPs for exceptions, critical offers and market benchmarking where required.
2. Track offer acceptance, joining ratios and early-stage dropouts.
3. Partner with HR Operations and business teams to ensure a seamless pre-boarding and onboarding experience.
4. Analyse joining drop-offs and implement corrective actions.

Team Leadership

Lead, coach and develop the Talent Acquisition team to deliver against business hiring priorities.

1. Define individual and team KPIs and establish a performance-driven recruitment culture.
2. Build recruiter capability in sourcing, stakeholder management, interviewing, market mapping and data analytics.
3. Review team productivity and continuously improve allocation of recruitment mandates.
4. Develop a high-performing and agile TA team capable of supporting rapid business expansion.

JOB DIMENSIONS

BUDGET

ID.	There’s no interaction with any issues relating to budget.
1.	Provides or arranges information to be used in budgeting.
2.	Analyzes and interprets numbers and budget analysis can be done against the real difference.
3.	Specific requirements for commercial budgets, production or expenditure. May be responsible for making the numbers.
4.	Respond directly budget figures and possible deviations from the real ones.
5.	Ultimately approves the budgets of the Company.

HR COMPENSATION

LEVEL OF INTERACTION

INTERNAL SCOPE OF INFLUENCE

1. All Functions
2. For interview coordination and payments

EXTERNAL SCOPE OF INFLUENCE

1. HR Consultant - To identify best recruitment quality service
2. Colleges and Hiring Institutes

LEVEL OF COMMUNICATION

ID.	Basic Communication
2.	Efficient information exchange and clear.
3.	Collaborative problem-solving.
4.	Negotiation and influencing others.
5.	High-level messages to change the direction of a company or group of companies.

JOB PROFILE

CONCEPT	MANDATORY	DESIRED
AGE	30-35 years
EDUCATION	MBA
SPECIALITY	Talent Acquisition	High-volume frontline recruitment and corporate/management hiring.
LANGUAGE TO USE	English and Hindi
EXPERIENCE	8-15 Years	12 Years
INDUSTRY	Retail, hospitality, F&B, entertainment, consumer	Multi-location, retail

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