Head Of Talent Acquisition

* Role
As Head of Talent Acquisition, you will own, refine, and execute our end-to-end hiring strategy for technical and corporate roles across Europe and Asia. You will partner with executive leadership and project directors to forecast workforce needs, build robust talent pipelines, and ensure a best-in-class candidate experience that reinforces our brand as a premier engineering consultancy.
* Duties & Responsibilities
Strategic Workforce Planning
• Translate annual business plan and project pipeline into a 12- to 24-month hiring roadmap.
• Provide data-driven headcount forecasts and budget recommendations to leadership, managers and BOD.
• Develop sustainable talent acquisition and hiring plans and strategies
• Develop and implement employee referral programs
Sourcing & Pipeline Development
• Drive multi-channel sourcing (LinkedIn Recruiter, niche engineering boards, universities, referrals).
• Implement and nurture talent communities for structural, BIM specialists and other engineers and back-office specialists.
Selection & Assessment
• Design and update continuously competency-based interview frameworks.
• Design, plan and execute selection processes (conduct interviews and screening calls, administer
psychological tests etc.)
• Design and update continuously hiring templates, SOPs and policies
• Train hiring managers on structured interviewing, unconscious-bias mitigation, and evaluation consistency.
Employer Branding
• Partner with Marketing to craft campaigns showcasing flagship projects and company brand.
• Represent the firm at industry conferences, career fairs, and outreach events as well as universities and other relevant institutions.
Process Excellence
• Own the ATS and ensure KPI dashboards (time-to-hire, cost-per-hire etc.) are accurate and actionable.
• Continuously improve workflows through automation and Lean methods.
Candidate Experience & Offer Management
• Maintain transparent communication from initial contact through onboarding.
• Lead offer negotiations, ensuring alignment with compensation and company policies.
Compliance & Governance
• Ensure recruitment practices meet local labour laws and internal quality procedures.
• Conduct periodic audits and develop corrective actions where needed.
Training
• Train TA team on all recruitment processes, SOPs, Policies to provide full compliance.
Reporting
• Record all relevant firing data in ERP and other databases, Keep candidate data permanent update din company ERP
• Provide weekly, monthly and annual reports as per SOP