Job Title - Senior Manager / AGM Talent Acquisition

Department - Human Resources Talent Acquisition

Reports To - Head HR

Location - Rohini, Delhi

Experience - 10+ Years

Employment Type-Full time

About Servotech

Servotech Renewable Power System Limited is a leading Indian technology-driven organization specializing in solar energy solutions and EV charging infrastructure. The company is committed to driving Indias transition toward clean and sustainable energy. Servotech offers a wide range of products and services including:

- Solar power solutions (Rooftop & EPC projects)
- EV chargers (AC & DC fast chargers)
- Power conditioning and energy-efficient products

With a strong presence across government and private sectors, Servotech works closely with PSUs, DISCOMs, and enterprise clients, delivering innovative and reliable energy solutions. The company focuses on expansion, innovation, and sustainability, making it a key player in India’s growing renewable energy and EV ecosystem.

About the Role

We are seeking an execution-driven, strategic, and business-focused Talent Acquisition leader to build and lead a high-performing recruitment function. The incumbent will be responsible for developing the talent acquisition strategy, translating manpower plans into executable hiring plans, leading the TA team, and ensuring timely closure of critical positions across corporate, manufacturing, engineering, sales, service, project, and leadership functions. The role requires a strong combination of hands-on hiring expertise, stakeholder management, sourcing strategy, recruitment governance, and analytics.

Key Responsibilities

1. Talent Acquisition Strategy & Workforce Planning

- Develop and execute annual and quarterly talent acquisition plans aligned with business growth, manpower budgets, and expansion priorities.
- Partner with HR and business leadership to understand workforce requirements, critical positions, succession needs, and hiring priorities.
- Translate approved manpower requirements into recruiter-wise hiring plans with clear timelines, sourcing strategies, and accountability.
- Provide market intelligence on talent availability, compensation trends, competitor hiring, and closure risks for critical roles.

2. End-to-End Recruitment Leadership

- Lead end-to-end recruitment across executive, managerial, senior leadership, technical, engineering, manufacturing, sales, service, project, and corporate roles.
- Ensure disciplined execution from requirement validation and sourcing through assessment, offer negotiation, joining, and handover to HR operations.
- Personally drive or closely supervise senior-management, niche, confidential, and business-critical hiring.
- Improve offer acceptance,



offer-to-joining conversion, hiring quality, and turnaround time.

3. Recruitment Team Management

- Lead, mentor, and develop the internal Talent Acquisition team with clear recruiter-wise targets and performance expectations.
- Conduct regular hiring reviews covering open positions, aging, sourcing pipeline, interview status, offers, and joining risks.
- Build recruiter capability in sourcing, candidate assessment, stakeholder management, negotiation, market mapping, and closure.
- Create a performance-driven TA culture focused on quality, speed, ownership, and candidate experience.

4. Sourcing Strategy & Talent Pipeline Development

- Develop a diversified sourcing strategy using job portals, LinkedIn, employee referrals, direct sourcing, professional networks, consultants, campus hiring, and targeted hiring drives.
- Build proactive talent pipelines and competitor maps for recurring, niche, and leadership positions.
- Reduce excessive dependency on external agencies by strengthening internal sourcing capability and referral channels.
- Create talent pools for future requirements across renewable energy, solar, EV, electrical/electronics, manufacturing, engineering, and allied sectors.

5. Stakeholder Management & Recruitment Governance

- Partner closely with CXOs, functional heads, plant leadership, and hiring managers to define role requirements and candidate profiles.
- Conduct structured intake discussions to clarify must-have competencies, experience expectations, compensation alignment, and interview process.
- Establish hiring SLAs, structured interview workflows, evaluation standards, approval mechanisms, and recruitment governance.
- Provide senior leadership with clear visibility on hiring progress, bottlenecks, talent availability, compensation challenges, and closure risks.

6. Recruitment Analytics, MIS & Employer Branding

- Monitor key recruitment metrics including Time to Hire, Time to Fill, recruiter productivity, offer acceptance, offer-to-joining ratio, source effectiveness, hiring cost, aging, and agency dependency.
- Prepare recruitment dashboards and management reviews with actionable insights and corrective actions.
- Use recruitment data to identify bottlenecks and continuously improve sourcing productivity and hiring effectiveness.




- Partner with HR and Marketing to strengthen employer branding, candidate engagement, referral programs, campus initiatives, and targeted recruitment campaigns.

Candidate Profile & Key Requirements

- Educational Qualification: MBA / PGDM in Human Resources or equivalent postgraduate qualification preferred.
- Experience: 12–20+ years of relevant Talent Acquisition experience, depending on designation, with meaningful experience leading an in-house recruitment team.
- TA Leadership: Demonstrated ownership of multi-functional hiring, recruiter performance, hiring plans, and closure metrics.
- Leadership Hiring: Strong exposure to managerial, senior-management, niche, and business-critical hiring.
- Sourcing Expertise: Strong hands-on capability across LinkedIn, job portals, referrals, direct sourcing, market mapping, professional networks, and recruitment partners.
- Stakeholder Management: Proven ability to partner with CXOs, functional heads, plant leadership, and hiring managers.
- Industry Preference: Renewable Energy, Solar, EV, Electrical/Electronics, Engineering, Manufacturing, EPC, or other high-growth organizations preferred.
- Core Competencies: Workforce planning, sourcing strategy, negotiation, recruitment analytics, team leadership, process governance, candidate assessment, and executive communication.

Key Deliverables & KPIs

- Hiring Plan Execution: Deliver approved manpower requirements within agreed timelines and business priorities.
- Time to Fill / Aging: Reduce hiring cycle time and maintain strong control over aging positions and critical vacancies.
- Offer-to-Joining Conversion: Improve offer acceptance and joining conversion while proactively managing candidate dropouts.
- Recruiter Productivity: Establish measurable recruiter-wise productivity, pipeline, and closure targets.
- Leadership & Critical Hiring: Ensure focused and timely closure of senior-management, niche, and business-critical positions.
- Source Effectiveness & Cost: Improve direct sourcing and referrals while optimizing agency usage and cost per hire.
- TA Governance: Maintain accurate recruitment MIS, hiring SLAs, structured evaluation, and regular management reviews.
- Talent Pipeline Strength: Build proactive talent pools for recurring and future critical requirements.

What We Offer

- Prospect to lead and strengthen the Talent Acquisition function for a fast-scaling, publicly listed renewable energy and EV infrastructure organization.
- Direct visibility and partnership with senior leadership and functional heads across the business.
- Opportunity to build scalable hiring processes, talent pipelines, recruitment analytics, and a high-performing TA team.

📌 Senior Talent Acquisition Manager (New Delhi)
🏢 Servotech Power Systems
📍 New Delhi