Senior Executive

The Talent Acquisition Partner will play a pivotal role in building the human capital that drives e2E Rail's growth. This role demands a strategic thinker and execution expert who understands business priorities, can translate them into talent strategies, and has the agility to hire for highly specialized, field-based, and time-bound project requirements.You will be responsible for end-to-end recruitment, workforce planning, talent branding, hiring process excellence, and maintaining strong pipelines across business functions including engineering, operations, corporate services, and leadership.Key Responsibilities1. Talent Strategy & Workforce PlanningCollaborate with vertical heads (B2G, B2B, Corporate and EDRC) to forecast short- and long-term manpower requirements.Map talent requirements across permanent, contractual, site-based, and head-office roles.Identify gaps in talent availability vs. demand and develop proactive hiring plans.Contribute to manpower budgeting and project-specific ramp-up plans.2. End-to-End Recruitment ExecutionManage the full recruitment lifecycle: JD creation, sourcing, screening, shortlisting, interviewing, offer negotiation, documentation, and onboarding.Drive hiring across functions: engineering (design, planning, execution), project management, procurement, quality, safety, commercial, HR, and finance.Deliver against aggressive timelines, especially for project mobilization and field deployment.Ensure compliance with all recruitment-related policies and documentation protocols.3. Sourcing ExcellenceBuild and maintain multi-channel sourcing strategies: job portals, LinkedIn, employee referrals, internal databases, field outreach, and external vendors.Develop strong talent pipelines for niche roles including Signal Engineers, Track Designers, CTC/Kavach experts, CAD professionals, and Site Engineers.Optimize vendor relationships and track third-party agency performance.4. Employer Branding & Talent EngagementPartner with the marketing team to promote e2E Rail's employer brand on LinkedIn and other platforms.Lead campus engagement initiatives, career fairs, and partnerships with technical institutions.Develop compelling recruitment collateral – brochures, JD templates, videos, etc.Ensure a positive candidate experience across all touchpoints.5. Data Analytics & ReportingMaintain and publish weekly/monthly dashboards on hiring status, open positions, source effectiveness, hiring velocity, and budget utilization.Present insights to management on hiring trends, bottlenecks, and recommendations for process improvement.6. Process Governance & SystemsEnsure data hygiene and process integrity on internal HR systems/ATS platforms.Create and update recruitment SOPs, templates, and tracker formats.Support internal audits and drive compliance with ISO/IR standards related to recruitment.7. Internal CollaborationServe as the first point of contact for hiring managers, project leads, and regional HR representatives.Work with L&D and HRBP teams to ensure new hires have a smooth onboarding and handoff.Contribute to strategic HR projects like digitizing recruitment, setting up OKR-linked hiring metrics, and talent supply chain visibility.

Diploma/Graduate/Postgraduate in Human Resources, Psychology, Business Administration, or equivalent.