4 Skilled Professionals jobs in Gondia

Job Title : Talent Acquisition Manager

Department : Human Resources

Location : Mumbai, Maharashtra

Key Responsibilities

• Manage the end-to-end recruitment lifecycle, from workforce planning to onboarding.
• Partner with business leaders to understand manpower requirements and design hiring strategies.
• Source candidates through multiple channels (job portals, social media, professional networks, employee referrals).
• Build and maintain strong talent pipelines for critical and leadership roles.
• Drive employer branding initiatives to enhance the organization’s visibility in the talent market.
• Ensure recruitment processes are compliant with internal policies and external regulations.
• Track, analyze, and report hiring metrics such as time-to-fill, cost-per-hire, and quality of hire.
• Lead and mentor a team of recruiters, fostering best practices and continuous improvement.

Qualifications & Skills

• MBA/PG in Human Resources or equivalent.
• 2-5 years of experience in Talent Acquisition (preferably in BFSI/Services sector).
• Strong stakeholder management and communication skills.
• Proficiency in ATS/HRMS platforms and job portals.
• Ability to manage multiple priorities in a fast-paced environment.

Job Title: Senior Manager Talent Acquisition

Location: Mumbai

Position Summary: The Senior Manager Talent Acquisition will be responsible for leading the end-to-end recruitment strategy and execution for the hospital group, covering clinical, non-clinical, leadership, and campus hiring across all locations. This role will focus on self-sourcing, employer branding, digital hiring innovation, and talent pipeline creation, ensuring that the organization attracts and retains high-quality talent to support its mission of clinical excellence and patient-centric care.

Key Responsibilities:

1. Talent Acquisition Strategy & Execution

• Design and drive an integrated TA strategy across functions and units in alignment with business and manpower plans.
• Lead hiring for Doctors, Nurses, Paramedics, Allied Health Staff, Support Services, Administrative, and Leadership roles.
• Ensure fast TAT, high-quality selection, and seamless onboarding process management.

1. Self-Sourcing Methods & Strategies

• Build a direct sourcing engine to reduce dependency on external agencies and drive cost-efficiency.
• Deploy creative sourcing methods including:
• LinkedIn search strategies
• Boolean searches, GitHub (for IT/Tech roles), Practo/medical communities (for clinical sourcing)
• Internal database mining and referral network optimization
• Targeted outreach via WhatsApp campaigns, emailers, and SMS
• Passive talent mapping and talent pipelining for critical and niche roles
• Maintain and refresh internal talent pools segmented by function, seniority, and location.
• Run referral drives and alumni re-engagement programs to tap into known high-potential talent.

1. Leadership & Critical Role Hiring

• Drive proactive succession hiring and high-impact leadership recruitment (clinical and non-clinical).
• Collaborate with executive search firms as needed while maintaining an in-house pipeline.
• Implement structured assessments and interview frameworks for leadership roles.

1. Campus Hiring & Medical Education Engagement

• Create a pan-India campus hiring roadmap nursing, paramedical, and management institutes.
• Build deep, long-term engagement with top-tier institutions through:
• Campus presentations and hospital brand showcases
• Internship pipelines and residency programs
• Faculty relationship management and academic partnerships
• Manage end-to-end execution of campus visits, interview logistics, offer rollout, and conversion tracking.

1. Employer Branding & Talent Marketing

• Own the hospital groups employer brand positioning in the healthcare talent market.
• Strategically showcase the organization on platforms like LinkedIn, Glassdoor, college networks, and medical associations.
• Develop compelling content: recruitment videos, career stories, role spotlights, and EVP messaging.
• Collaborate with marketing and communications teams for integrated branding campaigns.

1. Hiring Operations, Process Excellence & Analytics

• Implement best-in-class recruitment processes, governance frameworks, and hiring SLAs.
• Ensure data-driven dashboards and MIS reporting.
• Track key TA metrics: Sourcing Mix, Time to Fill, Offer Acceptance, Source-to-Hire ratios, Cost per Hire, and Quality of Hire.

1. Onboarding Operations & Candidate Experience

• Oversee the seamless transition from offer acceptance to onboarding, ensuring timely documentation, medical verification, background checks, and pre-joining engagement.
• Coordinate with HR operations, IT, medical admin, and business functions to ensure Day 1 readiness (system access, ID cards, induction slotting, etc.).
• Ensure all clinical and regulatory onboarding compliances are fulfilled, including credentialing, medical council registration, and contract issuance.
• Monitor and improve onboarding satisfaction scores and early attrition rates by tracking feedback from new hires across cohorts.

Candidate Profile:

Education:

• MBA / PGDM in Human Resources or Hospital/Healthcare Management
• Additional certifications in talent sourcing, digital recruiting, or employer branding (preferred)

Experience:

• 8 plus years of progressive talent acquisition experience, with minimum 2 - 3 years in healthcare or hospital-based hiring
• Proven expertise in self-sourcing, leadership hiring, and campus recruitment
• Hands-on experience managing high-volume and high-impact hiring in a service or healthcare environment

Skills & Competencies:

• Strong command of sourcing tools: LinkedIn Recruiter, ATS platforms, Boolean search
• Clinical role understanding and ability to engage medical professionals
• Strong project management, interpersonal, and influencing skills
• Digital-first mindset with creativity in candidate outreach and branding
• Ability to work in a fast-paced, high-growth environment with urgency and ownership

Job Title: Senior Manager Talent Acquisition

Location: Mumbai

Position Summary: The Senior Manager Talent Acquisition will be responsible for leading the end-to-end recruitment strategy and execution for the hospital group, covering clinical, non-clinical, leadership, and campus hiring across all locations. This role will focus on self-sourcing, employer branding, digital hiring innovation, and talent pipeline creation, ensuring that the organization attracts and retains high-quality talent to support its mission of clinical excellence and patient-centric care.

Key Responsibilities:

1. Talent Acquisition Strategy & Execution

• Design and drive an integrated TA strategy across functions and units in alignment with business and manpower plans.
• Lead hiring for Doctors, Nurses, Paramedics, Allied Health Staff, Support Services, Administrative, and Leadership roles.
• Ensure fast TAT, high-quality selection, and seamless onboarding process management.

1. Self-Sourcing Methods & Strategies

• Build a direct sourcing engine to reduce dependency on external agencies and drive cost-efficiency.
• Deploy creative sourcing methods including:
• LinkedIn search strategies
• Boolean searches, GitHub (for IT/Tech roles), Practo/medical communities (for clinical sourcing)
• Internal database mining and referral network optimization
• Targeted outreach via WhatsApp campaigns, emailers, and SMS
• Passive talent mapping and talent pipelining for critical and niche roles
• Maintain and refresh internal talent pools segmented by function, seniority, and location.
• Run referral drives and alumni re-engagement programs to tap into known high-potential talent.

1. Leadership & Critical Role Hiring

• Drive proactive succession hiring and high-impact leadership recruitment (clinical and non-clinical).
• Collaborate with executive search firms as needed while maintaining an in-house pipeline.
• Implement structured assessments and interview frameworks for leadership roles.

1. Campus Hiring & Medical Education Engagement

• Create a pan-India campus hiring roadmap nursing, paramedical, and management institutes.
• Build deep, long-term engagement with top-tier institutions through:
• Campus presentations and hospital brand showcases
• Internship pipelines and residency programs
• Faculty relationship management and academic partnerships
• Manage end-to-end execution of campus visits, interview logistics, offer rollout, and conversion tracking.

1. Employer Branding & Talent Marketing

• Own the hospital groups employer brand positioning in the healthcare talent market.
• Strategically showcase the organization on platforms like LinkedIn, Glassdoor, college networks, and medical associations.
• Develop compelling content: recruitment videos, career stories, role spotlights, and EVP messaging.
• Collaborate with marketing and communications teams for integrated branding campaigns.

1. Hiring Operations, Process Excellence & Analytics

• Implement best-in-class recruitment processes, governance frameworks, and hiring SLAs.
• Ensure data-driven dashboards and MIS reporting.
• Track key TA metrics: Sourcing Mix, Time to Fill, Offer Acceptance, Source-to-Hire ratios, Cost per Hire, and Quality of Hire.

1. Onboarding Operations & Candidate Experience

• Oversee the seamless transition from offer acceptance to onboarding, ensuring timely documentation, medical verification, background checks, and pre-joining engagement.
• Coordinate with HR operations, IT, medical admin, and business functions to ensure Day 1 readiness (system access, ID cards, induction slotting, etc.).
• Ensure all clinical and regulatory onboarding compliances are fulfilled, including credentialing, medical council registration, and contract issuance.
• Monitor and improve onboarding satisfaction scores and early attrition rates by tracking feedback from new hires across cohorts.

Candidate Profile:

Education:

• MBA / PGDM in Human Resources or Hospital/Healthcare Management
• Additional certifications in talent sourcing, digital recruiting, or employer branding (preferred)

Experience:

• 8 plus years of progressive talent acquisition experience, with minimum 2 - 3 years in healthcare or hospital-based hiring
• Proven expertise in self-sourcing, leadership hiring, and campus recruitment
• Hands-on experience managing high-volume and high-impact hiring in a service or healthcare environment

Skills & Competencies:

• Strong command of sourcing tools: LinkedIn Recruiter, ATS platforms, Boolean search
• Clinical role understanding and ability to engage medical professionals
• Strong project management, interpersonal, and influencing skills
• Digital-first mindset with creativity in candidate outreach and branding
• Ability to work in a fast-paced, high-growth environment with urgency and ownership