Program Lead – IT Talent Acquisition

Job Title:

Program Lead – IT Talent Acquisition

Date:

06/10/2026

Department:

CIO OFFICE

Location:

Mumbai

Business Line / Function:

CIB ITO Industrial Transformation

Reports to:

(Direct)

Head of IT Transformation

Grade: 

(if applicable)

(Functional)

Number of Direct Reports:

NA

Directorship / Registration:

NA

Position Purpose

The IT Talent Acquisition Project Manager is responsible for designing, implementing, and optimizing the end-to-end lifecycle of technical recruitment. Your mission is to build the “engine” that allows us to hire world-class engineers, architects, and data scientists at scale. You will manage high-impact projects ranging from the implementation of new recruitment technologies to the redesign of technical assessment workflows and employer branding initiatives.

Key Responsibilities & Deliverables

1. Recruitment Process Engineering

• Workflow Optimization: Lead projects to audit and redesign the technical hiring funnel, reducing “Time-to-Hire” while increasing “Quality-of-Hire.”
• Assessment Strategy: Partner with Engineering Leads to implement and manage scalable technical assessment frameworks (e.g., coding platforms, technical interview training, and standardized rubric development).
• Standardization: Drive the creation of global hiring playbooks to ensure a consistent, high-quality candidate experience across all technical departments.

2. Talent Technology & Tooling (HR Tech)

• Systems Implementation: Act as the Project Manager for the selection, integration, and deployment of recruitment technologies (e.g., Applicant Tracking Systems (ATS), CRM, AI-sourcing tools, and technical testing platforms).
• Data & Analytics: Build automated dashboards and reporting structures to track key recruitment metrics (e.g., pass-through rates, diversity metrics, and cost-per-hire) to drive data-led decision-making.

3. Strategic Scaling & Employer Branding

• Capacity Planning: Collaborate with IT leadership to project future technical headcount needs and build the infrastructure to meet those demands.
• Technical Branding Projects: Lead cross-functional projects with Marketing and Engineering to enhance our “Engineering Brand” (e.g., managing technical blogs, hackathons, or presence at major tech conferences).

Required Competencies (Hiring Focus)

Technical & Analytical Acumen:

• Systems Thinking: Ability to understand how different HR tools (ATS, LinkedIn, Assessment tools) integrate into a single, seamless ecosystem.
• Data Fluency: Expert ability to use data to identify bottlenecks in the hiring process and propose structural solutions.
• Tech Literacy: A strong understanding of the technical roles you are supporting (e.g., knowing the difference between DevOps, SRE, and Backend Engineering) to better manage the recruitment lifecycle.

Project Management Mastery:

• Agile Methodology: Ability to run recruitment improvement sprints and manage multiple moving parts (HR Partners, stakeholders, and tech deployments).
• Stakeholder Management: Proven ability to influence Technology Leaders/managers to adopt new hiring processes or technologies.

Ideal candidate would be:

Experience & Qualifications

• Experience: 15+ years in Project Management, specifically within Talent Acquisition, HR Operations, or Tech Recruitment.
• Proven Track Record: Experience leading a major HR Tech implementation or a large-scale recruitment process redesign.
• Education/Certifications: Degree in Business, HR, or IT; PMP or Agile certification is a significant plus.

Leadership Attributes

• Strategic thinker with strong execution discipline
• Technology curious and future-focused
• Strong influencer and stakeholder manager
• Data-driven and outcome-oriented
• Comfortable operating across global, matrixed environments
• Able to convert ambiguous capability needs into structured programmes
• Passionate about building future-ready technology talent

BNP Paribas Commitment to Diversity & Inclusion

We passionately embrace diversity and foster an inclusive workplace where all employees can thrive. Our policies promote equal opportunity regardless of gender, ethnicity, disability or other factors.