BPMM - Bharat Precious Metals And Manufacturer Pvt Ltd
Website:
bpmm.in
Job details:
Lead: Talent Intelligence, Acquisition & Capability Development
Global Search • Executive Search • Assessment • Talent Development • Savoir-Faire
Location: IMT Rohtak, Haryana
Work mode: Full-time, on-site
Function: People & Organisation
About the opportunity
We are developing a precision-manufacturing facility at IMT Rohtak, with capabilities across advanced manufacturing, precision tooling, precious-metal processing, jewellery, watchmaking, metrology and specialist craft.
As the facility moves into commissioning and operations, we are building the technical and organisational capabilities required for the next phase.
We are looking for a Talent professional to take hands-on responsibility for identifying, assessing and attracting specialist talent in India and, where required, internationally. The immediate focus will be Talent Intelligence, proactive search, assessment and acquisition. As the organisation grows, the role will progressively extend into talent development, succession, apprenticeship and the transfer of specialist know-how.
This is an individual-contributor role at the outset, working directly with the founder and functional leadership on important appointments.
The mandate
The role will be expected to build a strong understanding of the talent markets relevant to our operations, develop proactive pipelines for scarce skills and improve the quality of how important hiring decisions are made.
You should be comfortable entering unfamiliar technical or specialist domains, learning how those markets work, identifying relevant organisations and people, and engaging candidates who may not be actively looking for a move.
The position carries substantial room to shape the methods, systems and priorities through which our Talent capability develops.
Talent Intelligence & Search
- Research and map relevant companies, industries, geographies and specialist talent pools.
- Build proactive pipelines for difficult-to-find technical, manufacturing and leadership talent.
- Identify and approach passive candidates rather than relying primarily on incoming applications.
- Explore adjacent sectors where conventional candidate pools are weak or overly narrow.
- Develop relationships with prospective candidates before an immediate requirement arises.
- Build relevant networks across technical institutes, universities, professional bodies and specialist communities.
- Develop informed views on talent scarcity, compensation, mobility and market availability.
- Conduct international searches where the required expertise is not sufficiently available in India.
Initial searches will span areas such as engineering and controls, precision manufacturing, CNC and toolmaking, metallurgy, metrology and specialist production, with scope progressively extending into jewellery, watchmaking, craft and other specialist disciplines.
Where expertise is particularly scarce, the answer may not always be a conventional permanent hire. The role should be able to evaluate alternative talent pools, specialist engagements, international experts, train-the-trainer approaches or deliberate internal development.
Role Definition & Assessment
Work closely with functional leaders to define what an important appointment actually requires.
This includes testing hiring assumptions against market evidence and identifying where qualifications, experience requirements or role combinations may be unnecessarily restrictive.
The role should bring an independent view of the market and be prepared to recommend a different search strategy when the evidence supports doing so.
You will also help strengthen the organisation’s approach to assessment by:
- leading structured interviews and candidate evaluation;
- probing the substance behind experience, responsibilities and claimed achievements;
- assessing motivation, judgement, learning agility and longer-term potential;
- working with technical specialists to incorporate practical tests, work samples or case-based assessments where appropriate;
- conducting and interpreting meaningful professional references;
- comparing candidates consistently and systematically; and
- reviewing how selected hires perform after joining to improve future selection.
Technical competence will continue to be judged by the relevant functional experts. This role is responsible for ensuring that the overall selection process is rigorous, consistent and informed by appropriate evidence.
Candidate Acquisition & Relationships
Manage important searches from initial research through engagement, assessment, offer and joining.
The role will require the credibility and judgement to engage with experienced technical specialists, senior professionals and, where relevant, international candidates.
Maintain appropriate engagement with strong prospects who may not be immediately available. Represent the organisation professionally across both Indian and international talent markets.
Developing Internal Talent
As the workforce grows, the role will increasingly contribute to the development of people already within the organisation.
This may include:
- capability and skill mapping;
- technical and specialist development pathways;
- mentoring and apprenticeship;
- internal mobility and stretch assignments;
- succession planning for critical roles;
- identification of emerging talent;
- reducing dependence on individual holders of scarce knowledge; and
- improving how specialist expertise is developed internally.
Certain technical and craft skills may take years to develop and may depend significantly on tacit knowledge. Over time, the role will help identify critical know-how and establish appropriate mechanisms for mentoring, apprenticeship, knowledge transfer and succession.
Prior experience with formal savoir-faire systems is not essential. The ability to understand and progressively build into this area is more important.
What success will look like
During the first year, we would expect to see:
- stronger visibility into the principal talent markets relevant to our operations;
- credible pipelines for difficult and strategically important roles;
- increasing access to strong passive candidates;
- better-informed and more realistic hiring specifications;
- more structured and consistent assessment;
- evidence from completed hires being used to improve future selection;
- early visibility into important internal skill gaps and succession risks; and
- initial talent-development initiatives moving into implementation.
Performance will be judged on the quality of talent identified, acquired and developed, not simply on the number of positions closed.
Candidate profile
We expect relevant candidates to have approximately 5–10 years of experience, although demonstrated capability will matter more than a rigid threshold.
Relevant functional backgrounds may include:
- executive search or leadership hiring;
- engineering or technical recruitment;
- industrial or manufacturing Talent Acquisition; and
- research-led specialist search.
Relevant sector exposure may include advanced manufacturing, automotive, aerospace, machine tools, precision engineering, industrial automation, electronics manufacturing, premium manufacturing or luxury.
We are particularly interested in candidates who can demonstrate experience in market mapping, proactive sourcing of difficult passive candidates, research-led search, working closely with technical or senior business leaders, and refining hiring requirements where the initial brief did not reflect the available market.
The role requires strong research ability, judgement, curiosity, discretion, written and verbal communication, and the confidence to operate effectively across unfamiliar technical and international talent markets.
Role boundaries
This position is not primarily focused on high-volume staffing, interview coordination or recruitment administration.
Payroll, leave administration, employee relations and broader employment operations will sit within a separate People Operations mandate.
The opportunity
You will not inherit a mature Talent function. You will help establish one.
The immediate challenge is to strengthen how the organisation understands specialist talent markets, conducts difficult searches and assesses important hires. Over time, the mandate can extend further into how specialist expertise is developed, transferred and retained within the organisation.
The range of work is deliberately broad, spanning engineering, precision manufacturing, specialist craft, jewellery, watchmaking and international searches where required.
The position is based full-time at IMT Rohtak, Haryana. Being on-site is important: understanding the facility, technologies, teams and working environment will be essential both to assessing the people we require and to representing the opportunity credibly to prospective candidates.
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