Lead – Talent Acquisition, Retail

Role Purpose

Lead Lenskart's national store hiring engine across Store Directors/Managers, Optometrists and store sales and operations staff. You will own demand-to-offer delivery end to end: precision hiring in the right clusters at the right cost, and a recruiter team that is skilled, measured and recognized. You will build processes that remove friction for recruiters and business teams rather than add to it.

Key Responsibilities

• Demand planning and hiring delivery
• Deliver hiring volumes, quality and speed for CAT-A/CAT-B stores and new store openings across all circles.
• Drive precision hiring: focus effort on based on business priorities; Allocate recruiters in line with business needs.
• Process, governance and cost
• Own and evolve hiring governance to ensure Right Hiring at Right Cost, Right Place & with Right Quality.
• Ensure candidate level TATs against defined standards.
• Reduce cost of hiring while improving quality of hire and early retention.
• Team leadership
• Lead, coach and develop 3–4 direct reports and, through them, the wider recruiter team.
• Run input-led performance management: daily tracking of interview lineups, shows and no-shows, evaluations, selections and offers during bulk hiring.
• Build a high-performance culture with clear goals, regular reviews, succession planning and recognition of the team's work.
• Develop a team through fact based problem solving and using constructive feedback mechanisms.
• Stakeholder management and reporting
• Partner with Circle Heads, Store Operations, HRBPs, Finance and Compensation teams; act as the single point of accountability for retail hiring.
• Present clear MIS and dashboards to senior leadership on pipeline, conversion, cost, quality and recruiter productivity.

Success Metrics

• Hiring plan achievement versus demand, by circle and cluster.
• Ensuring New Store hiring & deployment before the store opening date
• Offers per recruiter per working day, and funnel conversion (lineups to shows to selections to offers).
• Compensation grid compliance and cost per hire.
• Quality of hire: assessment pass rates and early attrition.
• Demand data accuracy and tracking discipline (CRM and daily trackers).
• Team capability, engagement and retention.

Who You Are

Experience and Education

• 6 - 10 years in Talent Acquisition, with at least 3 years leading high-volume retail, frontline or multi-location hiring.
• Proven experience managing a multi-level TA team, ideally including managers as direct reports.
• MBA / PGDM in HR or equivalent preferred.

Skills

• Strong command of workforce planning, funnel metrics and data-led decision making; comfortable with Power BI, Excel/Google Sheets and CRM or ATS tools.
• Sound understanding of compensation structures and offer governance.
• Ability to build and scale processes while keeping recruiters and business teams on side.
• Excellent stakeholder influence, communication and coaching skills.
• Familiarity with regional hiring markets is a plus.