Talent Acquisition Manager

FMCG, Manufacturing & Distribution Job Purpose The Talent Acquisition Manager designs, executes, and oversees the comprehensive recruitment strategy for the FMCG, Manufacturing, and Distribution sectors. This role leads the recruitment team to secure high-caliber white-collar professionals (Corporate & Engineering) while driving scalable, high-volume sourcing models for field forces (Sales Reps & Drivers) and plant labor. The ideal candidate balances long-term strategic workforce planning with hands-on management of operational hiring to support aggressive market expansion and factory throughput. Key Responsibilities Strategic Talent Sourcing: Design and execute agile recruitment strategies tailored for multi-site operations, spanning corporate offices, manufacturing facilities, and distribution hubs.

Dual-Model Recruitment Management: Oversee a mixed recruitment portfolio, ensuring the team balances niche executive/engineering search with high-volume mass recruitment for factory workers, field sales, and logistics personnel.

Turnover Mitigation & Pipeline Building: Establish proactive, continuous sourcing channels to build steady talent pools, mitigating the high turnover rates typical of commercial distribution and production shop floors.

Cross-Functional Stakeholder Alignment: Partner directly with Plant Managers, Supply Chain Directors, and Commercial Leaders to align hiring plans with shift schedules, seasonal production surges, and Route-to-Market (RTM) expansions.

Field Recruitment & Employer Branding: Champion regional employer branding initiatives, local job fairs, and community-level outreach to attract skilled technical labor and field operatives in key distribution territories.

Vendor & Budget Management: Manage relationships, contracts, and service level agreements (SLAs) with external recruitment agencies, executive search firms, background check vendors, and job board providers.

Data & Recruitment Analytics: Implement and track supply-chain-specific recruitment KPIs, analyzing Cost-per-Hire, Time-to-Fill, source efficiency, and 90-day retention metrics to optimize processes.

Compliance & Standards: Guarantee all recruitment processes comply with industrial safety standards, transport/driver regulations, local labor laws, and factory compliance protocols.

Education: Bachelor’s degree in Business Administration, Human Resources, or a related field. A Master’s degree or HR certification (e.g., SHRM, CIPD) is highly advantageous.

Experience: 8 to 10 years of solid recruitment experience, with at least 3 years in a managerial or team lead role strictly within the FMCG, Manufacturing, or Distribution industries .

Sector Expertise: Proven track record managing mass recruitment for blue-collar staff (laborers, technicians, van drivers) alongside corporate commercial roles (Key Accounts, Trade Marketing, Supply Chain Planners).

Technical Skills: Advanced proficiency with enterprise-grade Applicant Tracking Systems (ATS), human capital management software, and digital sourcing tools (e.g., LinkedIn Recruiter, local employment platforms).

Leadership & Influence: Strong leadership skills with a track record of managing, mentoring, and upskilling a team of recruiters in a fast-paced environment.

Communication & Negotiation: Exceptional capability to communicate effectively across diverse demographics, from plant floors to executive boardrooms. [ 1 , 2 , 3 , 4 , 5 ]