Manager- Talent Acquisition

CorroHealth; Dadri; On-site; INR 3,500,000 - 6,000,000; Full time

Job summary

CorroHealth seeks a senior Talent Acquisition leader to drive end-to-end recruitment, workforce planning, and employer branding across Operations, Clinical, Coding, Quality, Technology, and Corporate Functions. You will manage a team of recruiters and coordinators, ensuring quality, compliance, and a superb candidate experience.

The role partners with business leaders to meet hiring objectives, optimize processes, and deliver strategic hiring insights.

Qualifications

• MBA/PGDM in HR or equivalent required.
• 12-14 years of Talent Acquisition experience in relevant sectors.
• Experience managing high-volume and leadership hiring.

Responsibilities

• Lead end-to-end recruitment operations and workforce planning.

Skills

Talent Acquisition Strategy

Workforce Planning

Interviewing & Assessment

Stakeholder Management

Negotiation & Offer Management

Team Leadership

Recruitment Analytics

Vendor Management

ATS & Recruitment Technologies

Employer Branding

Strong Communication & Presentation

Education

MBA / PGDM in Human Resources

Bachelor's degree

Tools

ATS platforms

Job description

Job Description:

About Us:

Our purpose is to help clients exceed their financial health goals. Across the reimbursement cycle, our scalable solutions and clinical expertise help solve programmatic needs. Enabling our teams with leading technology allows analytics to guide our solutions and keeps us accountable achieving goals.

We build long-term careers by investing in YOU. We seek to create an environment that cultivates your professional development and personal growth, as we believe your success is our success.

ESSENTIAL DUTIES AND RESPONSIBILITIES:
Note: The essential duties and responsibilities below are intended to describe the general duties and responsibilities of this position and are not intended to be an exhaustive statement of duties. This position may perform all or most of the primary duties listed below. Specific tasks, responsibilities or competencies may be documented in the Team Member’s performance objectives as outlined by the Team Member’s immediate Leadership Team Member.

The Manager Talent Acquisition will be responsible for leading end-to-end recruitment operations, workforce planning, stakeholder management, employer branding, and talent acquisition strategy. The role requires managing a team of recruiters to ensure timely closure of positions while maintaining quality, compliance, and candidate experience. The incumbent will partner closely with business leaders to meet hiring objectives across Operations, Clinical, Coding, Quality, Technology, Corporate Functions, and Leadership hiring.

Key Responsibilities

Recruitment Strategy & Execution

• Lead end-to-end recruitment lifecycle from requisition approval to onboarding.
• Develop and implement hiring strategies to attract high-quality talent.
• Drive volume hiring, niche hiring, lateral hiring, and leadership recruitment.
• Ensure achievement of hiring targets within defined timelines and budgets.
• Build and maintain talent pipelines for critical and recurring positions.

Stakeholder Management

• Partner with business leaders to understand workforce requirements.
• Act as a strategic advisor to hiring managers on talent availability, compensation trends, and hiring plans.
• Conduct regular hiring review meetings with business leaders.
• Provide market intelligence and competitor hiring insights.

Team Management

• Lead, mentor, and develop a team of recruiters and recruitment coordinators.
• Monitor recruiter productivity and hiring quality metrics.
• Establish performance goals and development plans for team members.
• Drive accountability for hiring SLAs and candidate experience.

Recruitment Governance & Compliance

• Ensure adherence to recruitment policies, approval matrices, and audit requirements.
• Monitor recruitment process compliance and documentation.
• Manage background verification, offer approvals, and onboarding governance.
• Ensure compliance with internal and external hiring regulations.

Employer Branding & Talent Attraction

• Strengthen employer branding initiatives across job portals, social media, and professional networks.
• Build relationships with universities, institutes, and industry associations.
• Drive employee referral programs and recruitment marketing campaigns.
• Represent the organization at job fairs and industry events.

Recruitment Analytics & Reporting

• Track and report key recruitment metrics: Time-to-Fill Time-to-Hire Offer-to-Join Ratio Cost-per-Hire Source Effectiveness Hiring Manager Satisfaction Recruiter Productivity
• Present monthly hiring dashboards and insights to leadership.

Process Improvement

• Drive automation and process optimization initiatives.
• Enhance ATS utilization and recruitment technology adoption.
• Identify bottlenecks and implement corrective actions to improve hiring outcomes.

Qualification & Experience

Education

• MBA / PGDM in Human Resources from a recognized institution.
• Bachelor's degree in any discipline.

Experience

• 12-14 years of Talent Acquisition experience.
• Minimum 5-7 years of people management experience.
• Experience in BPO, Healthcare, ITES, Healthcare RCM, Shared Services, or Technology hiring preferred.
• Experience managing high-volume and leadership hiring.

Required Skills

• Talent Acquisition Strategy
• Workforce Planning
• Interviewing & Assessment Techniques
• Stakeholder Management
• Negotiation & Offer Management
• Team Leadership
• Recruitment Analytics
• Vendor Management
• ATS & Recruitment Technologies
• Employer Branding
• Strong Communication & Presentation Skills

Preferred Industry Exposure

• US Healthcare (RCM/Coding/CDI)
• Healthcare BPO
• IT/ITES

PHYSICAL DEMANDS:
Note: Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions as described. Regular eye-hand coordination and manual dexterity is required to operate office equipment. The ability to perform work at a computer terminal for 6-8 hours a day and function in an environment with constant interruptions is required. At times, Team Members are subject to sitting for prolonged periods. Infrequently, Team Member must be able to lift and move material weighing up to 20 lbs. Team Member may experience elevated levels of stress during periods of increased activity and with work entailing multiple deadlines.
A job description is only intended as a guideline and is only part of the Team Member’s function. The company has reviewed this job description to ensure that the essential functions and basic duties have been included. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills and abilities. Additional functions and requirements may be assigned by supervisors as deemed appropriate.

Requirements: