1. Job Purpose

To lead and drive the endtoend Talent Acquisition function for the assigned business unit, ensuring the hiring of highquality clinical and nonclinical talent within defined timelines. The role focuses on developing sourcing strategies, partnering with stakeholders, strengthening employer branding, and ensuring compliance with NABH/JCI and internal HR standards. This position provides functional leadership and expertise without committing to a fixed team reporting structure.

Accountabilities

1. Talent Acquisition Strategy & Workforce Planning

• Partner with business leaders and HR to understand manpower needs, role criticality, and future forecasting.
• Build recruitment strategies for niche, seniorlevel, frontline, and highvolume roles.
• Develop quarterly/annual hiring plans aligned to business and operational priorities.

2. End-to-end Recruitment Management

• Lead the recruitment cycle from requisition to offer closure for clinical, medical services, operations, and corporate roles.
• Drive structured screening, competency-based evaluation, and data-driven selection decisions.
• Ensure robust talent pipelines for critical roles through proactive mapping.

3. Sourcing Excellence & Market Intelligence

• Use advanced sourcing channels like LinkedIn Recruiter, direct search, headhunting, referral mining, alumni networks, and campus relationships.
• Conduct talent mapping, competitive benchmarking, and provide insights to stakeholders.
• Evaluate, adopt, and optimize TA tools, platforms, and sourcing solutions.

4. Stakeholder Engagement & Business Partnering

• Act as the primary TA partner for business heads, hiring managers, and HRBPs.
• Conduct hiring manager briefings, weekly recruitment updates, and SLA adherence reviews.
• Guide stakeholders on market realities, compensation benchmarks, and selection best practices.

5. Employer Branding & Candidate Experience

• Strengthen the employer value proposition through digital branding, events, and partnerships.
• Ensure a smooth, transparent, and respectful candidate experience throughout the hiring journey.
• Drive recruitment campaigns, walk-ins, and talent outreach programs.

6. Compliance, Documentation & Process Governance

• Ensure recruitment processes adhere to hospital policies and NABH/JCI documentation standards.
• Maintain audit-ready files: approvals, interview records, evaluation sheets, and background verification.
• Support continuous improvements through TA SOPs, policy refinement, and process automation.

7. Data, Reporting & TA Analytics

• Maintain dashboards for TAT, offer-to-join ratios, sourcing channel effectiveness, pipeline health, and hiring quality.
• Identify bottlenecks and implement corrective measures.
• Present monthly/quarterly hiring performance insights to HR leadership.

8. Cross-functional Collaboration & Operational Alignment

• Coordinate with HR Ops, Payroll, Medical Services, Nursing, and Operations teams to ensure smooth onboarding readiness.
• Support activities related to workforce planning, internal movements, and campus programs.
• Drive alignment between recruitment outcomes and workforce productivity.

Competencies

A. Core HNH Values

• Patient First
• Excellence
• Accountability
• Respect
• Teamwork
• Integrity

B. Functional Competencies

• Advanced sourcing & headhunting
• Talent strategy & workforce planning
• Stakeholder management & influencing
• Recruitment analytics & MIS
• Employer branding & talent outreach
• Strong communication & negotiation
• Knowledge of healthcare/clinical roles (preferred)
• MS Office Advanced Excel; ATS proficiency

Experience & Educational Requirements

1. Educational Qualifications

Necessary: Graduation

Desirable: MBA/PGDM in HR

2. Relevant Experience

Necessary:

• 10 to 18 years of experience in recruitment
• Exposure to mid - senior hiring and niche talent acquisition
• Strong experience in stakeholder management

Desirable:

• Experience in healthcare/hospital recruitment
• Experience with recruitment technology and advanced sourcing tools