Head – Talent Acquisition

MIT Group of Institutions, Kothrud, Pune · Pune city, India

Job Purpose :

The Head – Talent Acquisition is an individual-contributor role based at the corporate office, responsible for personally owning and executing hiring for strategic and leadership-level positions only, across both verticals of the Group — Educational entities (schools, colleges, universities, training institutes) and Non-Educational entities (corporate, allied businesses, and support functions). Volume and non-leadership hiring remain with entity-level HR/TA teams; this role is focused exclusively on critical, senior, and hard-to-fill positions that materially impact Group performance. The incumbent reports directly to the Group COO and is the single point of accountability for leadership-hiring outcomes across the Group.

Key Responsibilities :

Strategic Leadership Hiring

• Own end-to-end search and closure for all strategic/leadership-level positions across the Group — e.g., senior academic leadership on the Educational side, and CXO-1/CXO-2 and functional heads on the Non-Educational side. • Partner directly with the Group COO and entity/business leadership to define leadership hiring needs, role mandates, and success profiles ahead of each search. • Build and continuously refresh a leadership talent map and passive-candidate pipeline for both verticals, so critical searches can be launched with minimal lead time.
• Search Execution : Personally run the full search lifecycle for each strategic mandate — market mapping, direct sourcing/headhunting, screening, panel coordination, offer structuring, and closure. • Design role-specific assessment and interview frameworks appropriate to senior educational leadership (academic credentials, accreditation/regulatory fit) and senior corporate leadership (functional/business competencies). • Manage confidentiality and discretion throughout each search, particularly for replacement or sensitive leadership mandates. • Track and report search-specific metrics: time-to-close, shortlist quality, offer-acceptance rate, and search cost, for every leadership mandate handled.
• Market Intelligence & Positioning : Maintain ongoing market intelligence on leadership talent, compensation benchmarks, and competitor moves relevant to both the education sector and the Group's non-educational businesses. • Position the Group as an employer of choice for senior talent through targeted outreach, networking, and engagement with executive search partners. • Build succession-ready shortlists for the Group's most critical leadership roles, in coordination with the COO.
• Governance & Reporting : Ensure all leadership searches comply with applicable governance, regulatory, and qualification norms (e.g., academic leadership credentialing requirements) and internal approval processes. • Maintain a live tracker/MIS of all open, in-progress, and closed leadership mandates across both verticals for the COO's review. • Present periodic updates, risk flags, and market insights on leadership hiring directly to the COO.

• Key Result Areas (KRAs) : Time-to-close for strategic/leadership mandates across both verticals. • Quality and retention of leadership hires (performance and tenure post-placement). • Strength and readiness of the leadership talent pipeline/succession map. • Cost-efficiency of executive search/RPO spend against budget. • COO and entity-leadership satisfaction with search quality and turnaround