Objective of the Role-

To lead and execute a strategic, scalable, and inclusive talent acquisition function across all verticals of the Airlines across Functions offering gold standard hiring experience. The objective is to attract, engage, and hire top talent aligned with the airline's operational excellence, safety standards, and customer-centric values. This includes designing and implementing end-to-end hiring processes, leveraging data-driven recruitment strategies, building strong employer branding, and fostering partnerships to ensure timely and quality hiring across all departments while promoting diversity, compliance, and workforce readiness for future growth.

Major Deliverables-

Strategic Talent Planning

- Develop and execute a comprehensive talent acquisition strategy aligned with the airline's business goals.

- Forecast hiring needs across all functions: Cabin Crew, Ground Operations, Security, Engineering, Leadership, and Support.

- Collaborate with senior leadership to align workforce planning with operational and growth objectives.

End-to-End Recruitment Management

- Drive the full recruitment lifecycle from requisition to onboarding across all departments.

- Ensure timely and quality hiring through structured processes, SLAs, and KPIs with cost effective methods.

- Implement scalable hiring models for high-volume roles (e.g., cabin crew, ground staff) and niche technical/leadership roles.

Employer Branding & Candidate Experience

- Build and promote a strong employer brand that reflects the airline's culture, values, and career opportunities.

- Drive initiatives to enhance candidate experience and engagement throughout the hiring journey.

- Represent the airline at career fairs, industry events, and campus hiring programs.

Technology & Process Optimization

- Leverage recruitment technologies (ATS, CRM, AI tools) to streamline hiring processes and improve efficiency.

- Continuously evaluate and improve recruitment workflows, assessment tools, and selection methodologies.

- Ensure data-driven decision-making through dashboards, analytics, and reporting.

Stakeholder & Vendor Management

- Partner with COE's such as Talent Management, Total Rewards, L&D, Compliance COE's. Working closely with HRBPs and hiring managers to understand talent needs and deliver recruitment solutions.

- Manage external recruitment partners, agencies, and RPOs to ensure quality and compliance.

Compliance & Risk Management

- Ensure adherence to aviation industry regulations, labour laws, and internal policies in all hiring practices.

- Keeping Audit-ready documentation and support internal/external audits.

Talent Intelligence & Market Insights

- Monitor talent market trends, competitor hiring practices, and compensation benchmarks.

- Provide insights and recommendations to leadership on talent availability, risks, and opportunities.

Team Leadership & Development

- Lead, mentor, and develop a high-performing talent acquisition team.

- Foster a culture of accountability, innovation, and continuous improvement.

Essential Behavioural Attributes-

- Execution Excellence: Strong bias for action and focus on delivering outcomes within tight timelines and shifting priorities.

- Stakeholder Management: Ability to engage, influence, and align resistant stakeholders-including pilots, legacy employees, and territorial functions.

- Resilience & Tenacity: Grit to thrive in an unsupportive, often hostile, cross-functional environment.

- Credibility & Confidence: Gravitas to stand ground and push best practices despite opposition or cultural inertia.

- Collaboration without Dependency: Able to create alliances, drive results, and move initiatives forward without formal authority.

- Strategic Thinking with Operational Focus: Ability to think in systems and long-term, while anchoring initiatives in business reality.

- Learning Agility: Constant learner who adapts quickly to industry nuances and brings in external best practices judiciously.

Desirable Behavioural Attributes-

- Political Savvy: Ability to read the room, navigate power structures, and find alternate routes to achieve goals.

- Influencing through Data: Use of metrics and talent insights to persuade stakeholders and establish fact-based decisions.

- Empathy with Edge: Balance between being people-centric and holding a high bar for performance.

- Innovative Mindset: Willingness to challenge legacy thinking and bring in bold, yet business-aligned solutions.

- Enterprise View: Preference for what's best for the airline over siloed functional success.

Education and Skill set

- Minimum 12+ Yrs. of experience in Talent Acquisition role

- Strategic alliance and partnering

- Should be from premium B-School Background

- Industry experience will be preferred