Assistant Mgr Talent Acquisition

Heres a professionally refined version of the Job Description for Assistant Manager Talent Acquisition (Non-Clinical), ensuring all original details are retained and presented clearly:Job DescriptionPosition Title:Assistant Manager Talent Acquisition (Non-Clinical)Work Days: 6 day work week, Location: Charni RoadReportees: 1 -2 in no. Reporting To: Head Talent Acquisition1. Job PurposeThe Assistant Manager Talent Acquisition (Non-Clinical) is responsible for managing the end-to-end recruitment lifecycle for non-clinical roles, primarily administrative and paramedical positions. This includes aligning hiring practices with hospital staffing norms, clinical excellence standards, and accreditation requirements (NABH, JCI). The role also oversees onboarding, joining formalities, and ensures compliance with internal policies and external regulatory standards.2. Key ResponsibilitiesRecruitment & SourcingLead full-cycle recruitment for administrative (finance, marketing, operations, F&B, etc.) and paramedical roles across hospital units.Collaborate with senior leadership and department heads to understand manpower planning and hiring needs.Proactively source candidates via job portals, networking, colleges, and headhunting for niche/specialty/senior roles.Maintain updated job descriptions, qualification matrices, and hiring approval workflows.Utilize internal AI tools (e.g., Expertia), Naukri, LinkedIn Recruiter, social media, and healthcare-specific platforms to build a strong talent pipeline.Minimize reliance on external consultants by strengthening internal sourcing capabilities.Monitor and optimize sourcing channels for cost-effectiveness and efficiency.Refresh job postings regularly and enhance employer branding on digital platforms.Develop campus hiring programs in collaboration with leading colleges and training institutes.Organize recruitment drives, virtual job fairs, and walk-in interviews.Explore non-traditional talent pools (e.g., returning professionals, telehealth candidates, Tier 2/3 cities).Interview & OnboardingSchedule and coordinate interviews with internal stakeholders and candidates.Ensure a smooth and professional candidate experience throughout the recruitment cycle.Manage pre-joining and joining formalities including background checks, credential verification, medical registration, and KYC documentation.Organize structured joining day processes including welcome kits, induction, orientation, and IT access.Maintain recruitment and onboarding trackers to ensure timely readiness.Compliance & DocumentationEnsure creation and maintenance of comprehensive personnel files in line with NABH and JCI standards.Conduct regular audits to verify inclusion of all required documents (certificates, registrations, experience letters, appraisals, training records).Prepare documentation for internal/external audits and address any non-compliances.Participate in mock audits and inspections, proactively resolving gaps.Team ManagementSupervise and guide a team of 12 recruiters focused on clinical hiring.Train team members on sourcing, interviewing, compliance, and onboarding best practices.Monitor KPIs including TAT, sourcing mix, offer-acceptance ratio, and onboarding accuracy.MIS & ReportingMaintain and share recruitment MIS including vacancy status, pipeline health, drop updates, joining forecasts, and source effectiveness.Provide dashboards for leadership review and suggest improvements to reduce TAT and enhance sourcing quality.3. Experience & Educational RequirementsEducational QualificationsPreferred: Graduation in Life Sciences, Nursing, Healthcare, or Allied Fields.Mandatory: Full-time MHA or MBA/PGDM in Human Resources.Relevant ExperienceMinimum 5 years of experience in talent acquisition.Essential: Familiarity with NABH/JCI documentation and onboarding norms.Proven expertise in self-sourcing, digital hiring tools, and campus recruitment.Desirable: Experience in a large tertiary care hospital.Would you like this formatted into a PDF or Word document for sharing or printing?