Head - Talent Acquisition

Key Responsibilities 1. Leadership & Talent Strategy Develop and drive the overall Talent Acquisition strategy in alignment with organisational priorities and long-term growth plans. Lead, coach and develop the Talent Acquisition team, fostering a high-performance and collaborative culture. Partner closely with senior leadership and functional heads to understand workforce requirements, capability gaps and evolving talent needs. Design scalable hiring strategies and frameworks across diverse talent segments, from high-volume requirements to senior and leadership hiring. Continuously evaluate and improve the TA operating model, processes, governance and metrics to enhance hiring effectiveness and efficiency. 2. Recruitment Operations & Delivery Oversee the end-to-end recruitment lifecycle, ensuring a consistent and high-quality hiring process. Build sustainable talent pipelines to address both immediate and future hiring requirements. Develop differentiated sourcing strategies across multiple talent pools, including passive talent. Strengthen the use of internal and external talent networks, recruitment partners and other relevant channels. Establish robust processes to improve hiring quality, speed, stakeholder experience and overall recruitment outcomes. 3. Technology, Data & Process Excellence Identify and implement relevant technology, automation and AI-enabled solutions to improve Talent Acquisition processes. Use recruitment data and analytics to identify trends, measure effectiveness and drive continuous improvement. Establish and track relevant TA metrics and dashboards, including time-to-hire, cost of hiring, pipeline health, conversion rates and quality of hire. Use insights from data to improve decision-making, resource allocation and overall hiring strategy. Drive adoption of technology-led approaches to make the TA function more scalable and efficient. 4. Employer Brand & Candidate Experience Strengthen the organisation's employer proposition and talent brand through relevant engagement and communication initiatives. Partner with internal stakeholders to ensure a consistent and compelling candidate experience throughout the hiring journey. Build relationships with relevant talent communities, professional networks and external forums to strengthen access to high-quality talent. Represent the organisation effectively with prospective candidates and external stakeholders. 5. Stakeholder & Resource Management Partner effectively with senior leaders and functional stakeholders to translate organisational priorities into effective talent strategies. Manage recruitment resources and budgets with a strong focus on efficiency and outcomes. Establish clear priorities, timelines and accountability across the TA function. Balance business requirements with team capability, development and long-term sustainability. Ideal Candidate Profile 12+ years of overall professional experience , preferably in fast-paced, high-growth or complex organisational environments. Strong experience in Talent Acquisition / HR leadership , with demonstrated ownership of TA strategy and function building. Experience moving beyond transactional recruitment into strategic workforce and talent planning . Strong process orientation with the ability to bring structure, rigour and scalability to recruitment operations. Demonstrated ability to drive outcomes against ambitious goals and timelines. Experience leading, coaching and developing high-performing teams. Strong stakeholder-management skills, with the ability to influence and collaborate with senior leadership. Ability to balance organisational hiring priorities with team development, engagement and well-being. Strong understanding of modern sourcing, recruitment technology, analytics and evolving talent practices. Excellent verbal and written communication skills. High ownership, strategic thinking and the ability to operate effectively in an evolving environment. Strong interest in building high-quality teams and creating a differentiated talent function.