Sharaf DG
Website:
sharafdg.com
Job details:
Job Summary & Purpose;
Lead Talent Acquisition for Sharaf DG’s India presence — spearheading hiring across two interlinked mandates: (i) building out a Global Capability Centre with a strong focus on Tech, Product Development, Analytics and Innovation talent that will form the Technology and Analytics backbone of the group, and (ii) hiring at scale for shared services and back-office functions being established in India to support Sharaf DG’s Middle East operations. Operate as the ground-zero TA owner in India — architect the hiring strategy, set the quality bar through structured, competency-based interviewing, build and certify interview panels, and deliver against ambitious hiring plans across tech and non-tech verticals.
Key Performance Areas (KPAs) & Principal Accountabilities;
TA Strategy & Delivery
- Own end-to-end Talent Acquisition strategy and delivery for the India hub, covering both tech / product / analytics hiring for the GCC and high-volume hiring for shared services and back-office functions.
- Build and continuously refresh the India hiring plan in line with business roadmap and offshoring waves; operate as the single point of accountability for hiring TAT, quality of hire and offer-to-join conversion.
- Translate ambiguous business signals into clear hiring waves with prioritised role lists, owners and timelines.
Tech, Product, Analytics & Innovation Hiring
- Lead specialised hiring across all levels for Engineering, Product Development, Analytics, AI/ML, Design and Innovation roles.
- Drive direct sourcing through professional networks and curated headhunter relationships; reduce dependency on commodity sourcing partners.
- Build a tech employer brand presence in the Hyderabad ecosystem (university tie-ups, meetups, hackathons) to position the GCC as a destination for senior tech and analytics talent.
- EVP creation for attracting the best tech talent from relevant target organizations.
Shared Services & Non-Tech Hiring
- Drive at-scale hiring for shared services and back-office functions — Finance, HR services, operations support and similar high-volume / structured-skills roles.
- Design and refresh role-specific structured assessments with hiring managers; manage on-site selection logistics in partnership with ground HR.
- Coordinate seamlessly with Middle East hiring managers on role definition, selection and onboarding handover.
Interview Quality & Panel Capability
- Set the TA quality bar by institutionalising structured, competency-based interviewing across the India hub.
- Build and maintain a curated pool of internal and external interview panel members across functions and tech domains; profile, train and certify panel members before deployment.
- Design scenario-based, evidence-backed interview guides (aligned to STAR / behavioral frameworks) and role-specific scorecards for senior and tech roles.
- Build on the AI agents being deployed for structured assessments across competencies.
- Mandate structured, timely interview feedback after every loop; drive debrief discipline across hiring managers.
Sourcing Partner & Vendor Management
- Manage the panel of sourcing partners — recruitment consultants, headhunters and platform subscriptions — for the India market.
- Set SLAs, review partner performance regularly, rationalize the panel and renegotiate commercials based on outcomes.
- Progressively tilt the source mix towards direct sourcing, employee referrals and employer-brand-driven inbound to drive cost-per-hire down.
Stakeholder Management
- Partner with hiring managers across the Middle East and India on every role — owning end-to-end candidate experience and approval cycles across geographies and time zones.
- Brief leadership ahead of senior interviews and own crisp debrief documentation; resolve cross-entity friction proactively.
MIS, Analytics & Continuous Improvement
- Publish a monthly India TA dashboard covering pipeline funnel, source mix, time-to-fill, offer-to-join conversion, cost per hire and quality of hire.
- Surface bottlenecks with root cause and proposed fix; drive continuous improvement into the hiring process.
- Build a post-hire quality-of-hire feedback loop with hiring managers and feed insights back into JDs, assessments and panel calibration.
Execution Partnership & Resource Augmentation
- Work closely with the Global TA leadership, the HR COE team and the CEO to translate the broader hiring roadmap and strategic priorities into on-ground execution at the India hub.
- Operate as a hands-on individual contributor in the early phase, personally driving senior and complex roles end-to-end.
- Augment delivery capacity through a flexible mix of internal team additions and external resources (consultants, contract recruiters, specialist headhunters) as the need arises — scaling up for niche searches and burst-volume hiring waves and scaling down once delivered.
Qualitative Requirements
Experience (Years & Field)
- Proven Talent Acquisition experience with a strong track record of hiring across all levels (junior to senior leadership) — mandatory.
- Hands-on experience hiring across Tech, Product Development and Data Analytics verticals — mandatory.
- Experience hiring for non-tech functions (Finance, HR, Operations, Shared Services) — added advantage.
- Experience setting up or scaling TA for a Global Capability Centre / captive centre / offshore unit in India — highly preferred.
- Prior TA experience in Retail / e-commerce or other consumer-facing organizations — a plus.
Educational Qualification
Bachelor’s degree mandatory; MBA / PG in HR or related discipline preferred.
Skills & Technical Competencies
- Hands-on expertise with modern ATS platforms, AI-led screening tools and technical assessment platforms.
- Deep practitioner knowledge of structured, competency-based interviewing, scorecard design and panel capability building.
- Direct sourcing fluency on professional networks and equivalent channels.
- Strong commercial orientation — able to manage sourcing partner panels and drive cost-per-hire down.
- Excellent stakeholder management and influencing skills across geographies and time zones.
- Strong analytical and MIS orientation; ability to instrument the funnel and act on data.
- High personal ownership, organizational skills and resilience.
- Excellent written and verbal communication skills.
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