Job Summary:

Lead the organisations talent acquisition strategy and end-to-end hiring across functions and locations, partnering with business leaders to translate workforce requirements into effective hiring plans. Drive timely closure of critical positions, quality of hire, talent pipelines and employer branding, while leading the TA team, recruitment partners and sourcing channels. Ensure recruitment is aligned with business priorities, timelines, budgets and quality standards, supported by strong governance, analytics and continuous improvement.

Main Accountabilities:

Talent Acquisition Strategy: Develop and implement the overall Talent Acquisition strategy in line with the organisation’s business plans, growth requirements and workforce priorities. Establish effective recruitment processes, sourcing channels, hiring standards and governance mechanisms across the organisation.

Workforce Planning & Hiring: Partner with business and functional leaders to understand current and future manpower requirements, critical roles, skill gaps and workforce plans. Translate these requirements into structured hiring plans with clear priorities, timelines and ownership.

Leadership Hiring: Lead recruitment for senior, critical and leadership positions across functions such as Manufacturing, Engineering, Sales & Marketing, Finance, HR, Supply Chain, Projects, Quality, Administration and other business functions.

End-to-End Recruitment: Provide strategic oversight of the complete recruitment lifecycle, including manpower requisition, sourcing, screening, assessment, interview management, selection, compensation discussions, offer management, notice-period follow-up and joining.

Sourcing Strategy: Build multiple and sustainable talent pipelines through direct sourcing, Naukri, LinkedIn, job portals, employee referrals, recruitment databases, professional networks, recruitment consultants, campus hiring and other relevant channels.

Critical & Difficult Hiring: Develop specialised sourcing strategies for critical, niche, urgent and difficult-to-close positions.



Build talent pools for future requirements and reduce dependency on external recruitment agencies.

Stakeholder Management: Develop strong relationships with CXOs, Business Heads, Functional Heads and Hiring Managers. Act as a strategic HR partner to provide market intelligence, talent availability, compensation insights and recruitment recommendations.

Team Leadership: Lead, mentor and develop the Talent Acquisition team. Define individual and team targets, review recruitment performance, improve productivity and ensure accountability for hiring outcomes.

Recruitment Governance: Establish and monitor recruitment SLAs, approval processes, recruitment trackers, interview turnaround time, offer-to-joining ratio, time-to-fill, source effectiveness, recruitment cost and quality of hire.

Recruitment Analytics: Develop and maintain Talent Acquisition dashboards and MIS covering manpower requirements, open positions, ageing, sourcing performance, interview conversion, selection ratio, offer acceptance, joining ratio, time-to-hire and recruitment cost.

Recruitment Partners: Identify, evaluate and manage recruitment consultants and staffing partners. Ensure effective utilisation of agencies, commercial discipline, service quality and adherence to agreed recruitment timelines.

Candidate Experience: Ensure a professional and consistent candidate experience throughout the recruitment process, from initial engagement to joining. Strengthen communication and engagement with selected candidates during the notice period to minimise offer dropouts.

Market Intelligence: Track industry hiring trends, talent availability, competitor hiring practices,



compensation levels and emerging skills to support management in making informed talent decisions.

Process Improvement: Continuously review and improve recruitment processes, technology, sourcing methods and assessment practices to improve speed, quality and cost effectiveness of hiring.

Compliance & Controls: Ensure recruitment processes are aligned with organisational policies, applicable labour laws, internal controls and approved compensation structures.

Leadership Reporting: Present regular Talent Acquisition updates to senior management, including hiring status, critical positions, recruitment risks, manpower gaps, hiring trends and action plans.

Key Performance Indicators

- Achievement of approved manpower plan and hiring targets
- Time-to-fill / Time-to-hire
- Quality of hire /Offer-to-joining ratio
- Candidate drop-out ratio /Recruitment cost per hire
- Agency dependency and agency cost
- Source effectiveness and direct hiring ratio
- Critical position closure within agreed timelines
- Recruitment SLA adherence
- Employee referral contribution
- Hiring manager satisfaction
- Candidate experience
- Productivity and performance of the Talent Acquisition team

Required Skills & Experience

- 15–20 years of overall experience in Talent Acquisition / Recruitment, preferably with significant experience in manufacturing, engineering, infrastructure, energy, or other large-scale businesses.
- Strong experience in managing end-to-end Talent Acquisition at a leadership level.
- Proven experience in handling large-scale, lateral, leadership, managerial, supervisory and specialised hiring.
- Experience in building and leading Talent Acquisition teams.
- knowledge of direct sourcing, Naukri, LinkedIn, job portals, employee referrals, recruitment consultants and other contemporary sourcing channels.
- Good communication, presentation, influencing and negotiation skills.
- Good working knowledge of MS Excel, PowerPoint, HRMS/ATS and recruitment analytics tools.

📌 Senior Professional -Talent Acquisition (Bengaluru)
🏢 EMMVEE Photovoltaic Power
📍 Bengaluru