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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.
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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 rolespecific benchmarks.
- Run group or drivebased screening models to support highvolume hiring with tight TATs.
- Document screening outcomes, recommendations, and disposition reasons clearly in the HRMS portal.
- Partner closely with TA Partners to prioritize demandcritical roles and ensure interviewready slates.
3. Interview Scheduling & Candidate Coordination
- Own endtoend interview logistics including panel coordination, slot alignment, calendars, and virtual/onsite setup.
- Manage candidate communications (confirmations, reminders, venue details, links) to minimize noshows and dropoffs.
- Collect interviewer feedback and update interview outcomes promptly in HRMS portal.
- Proactively identify and escalate scheduling risks, panel constraints, or cycletime 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 zerodefect documentation and approvals.
- Achieve high offer acceptance rates through timely, clear, and candidatecentric engagement.
5. Onboarding Coordination & PreJoining Experience
- Coordinate all prejoining 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 Day1 joining.
- Track and report prejoin, 30 / 60 / 90day checkpoints to flag joining risks and early attrition signals.
- Ensure seamless handover to HR Operations / Onboarding teams with complete and accurate records.
6. Stakeholder & CrossFunctional 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 noshows, offer TAT, joining conversion, and early attrition indicators.
- Identify process gaps and recommend improvements to enhance speed, quality, scalability, and compliance.
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Internal: TA Head, Recruitment Ops Lead, Sourcing / Scheduling / Offer / Onboarding Specialists, Unit HR, Hiring Managers / Interview Panels
External: Candidates, Agencies, Campuses
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