Job Description
Tenneco is seeking an experienced Senior Talent Acquisition Manager to lead end-to-end recruitment strategy and execution across India. The role will oversee talent acquisition activities for all business units, manufacturing plants, engineering centers, shared services operations, and corporate functions. The position is responsible for building a robust talent acquisition strategy that supports business growth, strengthens employer branding, enhances candidate experience, and ensures timely hiring of high-quality talent.
The role involves developing and executing India Talent Acquisition strategies aligned with business objectives and workforce planning requirements. Build proactive talent pipelines for critical and leadership positions while implementing innovative sourcing strategies to attract top talent across manufacturing, engineering, digital, finance, and corporate functions.
Partner with business leaders to anticipate future workforce requirements and ensure talent availability for strategic business initiatives. Lead end-to-end recruitment delivery across all India locations while ensuring achievement of hiring targets and operational excellence.
Key responsibilities include driving recruitment process standardization, process optimization, and continuous improvement initiatives. Monitor recruitment effectiveness through dashboards, analytics, and key performance indicators. Track and improve hiring metrics including time-to-fill, quality of hire, cost-per-hire, offer acceptance rates, and candidate experience scores.
Serve as a strategic talent advisor to business leaders and HR leadership teams. Collaborate closely with plant leadership, functional heads, hiring managers, and global talent acquisition teams to improve hiring outcomes and strengthen workforce planning efforts.
Lead employer branding and talent marketing initiatives to strengthen Tenneco’s market positioning as an employer of choice. Drive campus hiring programs, apprenticeship initiatives, diversity hiring strategies, and leadership hiring campaigns. Build and maintain partnerships with universities, technical institutes, and industry forums to create sustainable talent pipelines.
Lead recruitment efforts for senior leadership and critical business positions. Support succession planning initiatives by developing external talent pipelines for key organizational roles. Ensure effective assessment methodologies, selection processes, and hiring frameworks are implemented across the organization.
The role requires leading and developing the India Talent Acquisition team by establishing performance standards, coaching team members, and driving capability-building initiatives. Foster a culture of accountability, collaboration, innovation, and continuous improvement.
Ensure compliance with company policies, labor regulations, recruitment governance standards, and data privacy requirements. Maintain recruitment data integrity, reporting accuracy, and recruitment process governance. Manage relationships with recruitment vendors, staffing agencies, and outsourcing partners to ensure effective service delivery.
Key performance indicators include Time to Fill, Quality of Hire, Offer Acceptance Rate, Diversity Hiring Metrics, Recruitment Cost Efficiency, Hiring Manager Satisfaction, Candidate Experience Scores, Leadership Position Closure Rate, Campus Hiring Effectiveness, and Talent Pipeline Readiness.
The ideal candidate should possess a Bachelor’s Degree, while an MBA or PGDM in Human Resources is preferred. Candidates should have 12–18 years of progressive Human Resources or Talent Acquisition experience with proven expertise in leading talent acquisition functions for large manufacturing, automotive, industrial, engineering, or related organizations.
Strong experience in leadership hiring, plant hiring, campus recruitment, talent strategy, workforce planning, employer branding, and stakeholder management is essential. Candidates should demonstrate excellent analytical skills, business acumen, leadership capabilities, and the ability to influence senior stakeholders.
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