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Operations Partner - Talent Acquisition

Requisition Id:  15187

Role: Talent Acquisition Operations Partner

 

Job Purpose: 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.

 

Experience & Qualification:

  • Graduate / Post Graduate – preferably in HR
  • Experience in hiring healthcare hiring preferred
  • 4–6 years in sourcing, screening, scheduling, offer management and onboarding; high‑volume hiring for Nursing/Para or critical/managerial roles for Admin.

 

Job Responsibilities:

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.

 

Skills and Competencies:

  • Strong ATS / HRMS proficiency
  • High volume hiring
  • Comfort with dashboards and candidate communication templates.
  • Understanding of compensation structures and salary bands
  • Experienced in search techniques (Linkedin, X ray)
  • Strong communication and stakeholder management skills
  • Candidate experience

 

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