Job Purpose:The Corporate Talent Acquisition & Employer Branding Lead is a strategic and operational role responsible for managing the end-to-end recruitment lifecycle across all corporate, technical, and commercial departments. This position is tasked with institutionalizing structured selection frameworks—specifically Competency Profiling and Competency-Based Interviewing (CBI)—while aggressively building the company’s market presence through proactive Employer Branding, campus partnerships, corporate HR events, and large-scale job fairs. The ultimate objective is to secure top-tier technical and commercial talent while elevating the organization's Employer Value Proposition (EVP).Core Roles & Responsibilities:1. Strategic Talent Acquisition & Lifecycle ManagementEnd-to-End Recruitment Ownership: Oversee and manage the complete recruitment lifecycle for all corporate, medical, regulatory, financial, and field force vacancies across the pharmaceutical group.Stakeholder Alignment: Act as a trusted talent advisor to high-level stakeholders, department heads, and executive partners (e.g., Commercial Directors, Plant Managers) to profile recruitment needs, map resource allocations, and establish accurate time-to-hire benchmarks.Sourcing Innovation: Utilize advanced sourcing strategies across digital platforms (LinkedIn Recruiter, specialist job boards), premium headhunting paths, and specialized internal networks to attract highly specialized technical, financial, and pharmaceutical assets.Applicant Tracking System (ATS) Management: Drive operational optimization within the corporate ERP/ATS systems (SAP) to ensure accurate pipeline data, clean candidate records, and transparent metric tracking.2. Competency Profiling & Structured Selection (CBI)Competency Framework Architecture: Partner with Organizational Development (OD) and Department Heads to systematically conduct Competency Profiling for all corporate and technical roles, defining distinct Technical KPIs and Behavioral KBIs (Key Behavioral Indicators).CBI Design & Institutionalization: Standardize and execute rigorous Competency-Based Interviewing (CBI) frameworks. Design tailored question matrices, evaluation metrics, and scoring rubrics that neutralize hiring biases and measure authentic behavioral capabilities.Panel Calibration: Train and coach hiring managers across departments on how to conduct structured interviews, apply uniform competency scorecards, and effectively utilize target behavioral indicators during evaluation panels.3. Employer Branding & Campus RelationsEVP Advocacy: Continuous execution and enhancement of the company's Employer Value Proposition (EVP), translating internal culture successes into compelling external branding narratives.Professional Network Branding: Manage the corporate HR brand across professional digital channels (LinkedIn corporate profiles, careers page), highlighting internal milestones, high-impact projects, and workplace updates.Academic & Institutional Ecosystems: Build and sustain strategic alliances with top-tier national and international universities, medical faculties, and technical institutes to create consistent, high-potential graduate pipelines.4. Corporate HR Events & Talent Attraction InitiativesJob Fairs & National Exhibitions: Plan, coordinate, and execute the company’s participation in major national career exhibitions, employment fairs, and industry congresses to capture premium external talent pools.Corporate HR Events Execution: Lead internal and external HR events, including high-potential networking events, onboarding summits, and target talent assessment centers.Onboarding Integration: Collaborate closely with HR Business Partners to bridge the final phase of the recruitment lifecycle into a high-impact, compliant onboarding journey, ensuring a seamless employee experience from offer acceptance through their first 90 days.Job Requirements & Qualifications:Education & Professional CertificationsDegree: Bachelor's degree in Business Administration, Human Resources, Pharmacy, or a related field from a recognized university.Postgraduate Qualifications: Highly preferred HR Diploma, MBA, or global certifications specializing in Talent Acquisition (e.g., SHRM, CIPD, or specialized Competency Profiling/CBI masterclasses).Work ExperienceMinimum of 6–8 years of progressive experience in Talent Acquisition, with at least 2–3 years in a Lead or Senior Specialist capacity within a large-scale, structured corporate environment.Industry Sector Experience: Strong preference for professionals with deep exposure to the pharmaceutical sector, fast-moving consumer goods (FMCG), or heavily matrixed multinational operating models.Demonstrated track record of managing full-scale employer branding campaigns, university relations programs, and large career fair booths independently.