Deputy Manager

Requisition Id: 14388

The TA Operations Partner owns and integrates the complete Talent Acquisition operations lifecycle—from sourcing and screening through interview scheduling, offer management, and onboarding handover—to ensure timely, compliant, and high‑quality hiring outcomes. The role enables TA Partners and business stakeholders by delivering interview‑ready pipelines, seamless candidate journeys, and data‑driven hiring and onboarding operations at scale, particularly for high‑volume clinical and critical administrative roles.
02	Key Responsibilities
No.	Key Responsibility Statement
	1. Talent Sourcing & Pipeline Readiness Execute sourcing strategies across job portals, LinkedIn, referrals, agencies, campuses, and local hiring drives to build requisition‑aligned pipelines. Lead bulk sourcing for Nursing / Paramedical roles and focused sourcing for niche administrative positions. Maintain strong ATS hygiene through accurate tagging, requisition mapping, and pipeline segmentation. Track sourcing productivity, funnel yield, and time‑to‑shortlist metrics. 2. Screening & Shortlisting Conduct CV and telephonic screening using structured role criteria, elimination questions, and role‑specific benchmarks. Run group or drive‑based screening models to support high‑volume hiring with tight TATs. Document screening outcomes, recommendations, and disposition reasons clearly in the HRMS portal. Partner closely with TA Partners to prioritize demand‑critical roles and ensure interview‑ready slates. 3. Interview Scheduling & Candidate Coordination Own end‑to‑end interview logistics including panel coordination, slot alignment, calendars, and virtual/on‑site setup. Manage candidate communications (confirmations, reminders, venue details, links) to minimize no‑shows and drop‑offs. Collect interviewer feedback and update interview outcomes promptly in HRMS portal. Proactively identify and escalate scheduling risks, panel constraints, or cycle‑time delays. 4. Offer Management & Closure Manage standardized offer workflows aligned to compensation grids, bands, and approval matrices. Prepare, release, and track offers; handle candidate queries, negotiations within guardrails, and acceptance closures. Benchmark offers, track exceptions, and ensure zero‑defect documentation and approvals. Achieve high offer acceptance rates through timely, clear, and candidate‑centric engagement. 5. Onboarding Coordination & Pre‑Joining Experience Coordinate all pre‑joining activities including documentation, background prerequisites, medical checks, credentialing, and induction scheduling. Align joining dates with training capacity and batch plans, especially for Nursing and Paramedical roles. Maintain continuous candidate engagement from offer acceptance to Day‑1 joining. Track and report pre‑join, 30 / 60 / 90‑day checkpoints to flag joining risks and early attrition signals. Ensure seamless handover to HR Operations / Onboarding teams with complete and accurate records. 6. Stakeholder & Cross‑Functional Management Act as the operational bridge between Sourcing, Scheduling, Offer, Onboarding, TA Partners, and business stakeholders. Coordinate with hiring panels, recruitment agencies, training teams, and onboarding partners. Ensure consistent adherence to TA processes, SLA commitments, and candidate experience standards. 7. Data, Compliance & Continuous Improvement Maintain high data accuracy across ATS and onboarding trackers to support reporting, audits, and dashboards. Track and improve key TA Ops metrics: sourcing yield, screening TAT, interview no‑shows, offer TAT, joining conversion, and early attrition indicators. Identify process gaps and recommend improvements to enhance speed, quality, scalability, and compliance.
03	Key Interactions
Internal: TA Head, Recruitment Ops Lead, Sourcing / Scheduling / Offer / Onboarding Specialists, Unit HR, Hiring Managers / Interview Panels External: Candidates, Agencies, Campuses
04	Knowledge, Skills and Experience
Educational qualifications/Certification (Threshold educational background required to execute the role)		Graduate/PG; Nursing/Allied Health exposure preferred for Nursing/Para segments.
Relevant experience (Type/ Nature and years of relevant experience required to execute the role)		4–6 years in TA Operations High‑volume hiring preferred in clinical roles, non-clinical also acceptable.
Threshold skills and capabilities required to execute the role (Functional & Behavioural)		Functional: Strong ATS / HRMS proficiency High volume hiring Comfort with dashboards and candidate communication templates. Understanding of compensation structures and salary bands [Text Wrapping Break]Behavioural: Operational Ownership Stakeholder management Execution Excellence under pressure Candidate centric mindset Collaboration Language Skills: