Manager Talent Acquisition Employee Relations and Learning

Ford Hospital and Research Centre (FHRC); Patna; On-site; INR 1,800,000 - 2,400,000; Full time

Job summary

Ford Hospital and Research Centre (FHRC) in Patna, India seeks a Manager-Talent Acquisition, Employee Relations & Learning to lead recruitment, onboarding, credentialing, training and performance management across the hospital group. The role requires coordinating screening, offers, joining formalities and cost-per-hire data while building pipelines for critical positions.

The ideal candidate will have MBA/PGDM in HR or equivalent and 10+ years of experience in a large hospital setting with

Qualifications

• MBA/PGDM in Human Resources or equivalent.
• 10+ years of recruitment and generalist HR experience in a large hospital.
• Experience recruiting clinical, nursing, technical and administrative manpower.
• Understanding of clinical qualifications and hospital training requirements.
• Strong sourcing, interviewing, employee-communication and conflict-resolution skills.

Responsibilities

• Manage recruitment and manpower fulfilment with trackers and approvals.
• Oversee onboarding, credential verification and pre-employment checks.
• Administer learning, competency, probation and performance cycles.
• Handle employee relations, grievances and engagement activities.

Skills

Sourcing

Interviewing

Employee communication

Conflict resolution

Education

MBA/PGDM in HR or MHA

Tools

HRMS

Excel

HR analytics

Job description

Role & responsibilities

The Manager-Talent Acquisition, Employee Relations & Learning will ensure timely recruitment, compliant onboarding, employee engagement, training, competency, probation, performance and grievance management across the hospital group.

Key Responsibilities

Recruitment and Manpower Fulfilment

• Maintain approved department-wise manpower requisitions and vacancy trackers.
• Source candidates for clinical, nursing, technical, administrative and support roles.
• Coordinate screening, interviews, selection approvals and salary negotiations.
• Issue LOIs and offer letters after obtaining proper authorization.
• Track offer acceptance, expected joining and actual joining.
• Build recruitment pipelines for frequently vacant and critical positions.
• Maintain recruitment-source effectiveness and cost-per-hire data.

Onboarding and Credential Verification

• Verify identity, address, education, experience and reference documents.
• Coordinate background verification and pre-employment medical fitness.
• Verify professional registrations for applicable nurses, technicians and clinical staff.
• Coordinate with Medical Administration for clinical credentialing and privileging.
• Complete joining checklist, induction, ID card and system-access requirements.
• Ensure no employee is independently deployed without required documentation, induction and competency clearance.
• Track probation assessments and confirmation decisions.

Learning Competency and Performance

• Conduct induction for all new employees.
• Maintain the annual training calendar and training-needs analysis.
• Coordinate mandatory training on patient safety, infection control, fire safety, emergency codes, biomedical waste, communication and incident reporting.
• Maintain employee-wise training and competency records.
• Coordinate refresher training following incidents, process changes or introduction of new equipment.
• Administer KRA, KPI, probation and performance-appraisal cycles.
• Coordinate performance-improvement plans for underperforming employees.

Employee Relations and Welfare

• Register and follow up employee grievances within the defined timeline.
• Coordinate disciplinary cases, show-cause notices and investigations.
• Support confidential POSH administration under the authorized committee.
• Conduct exit interviews and analyse preventable attrition.
• Coordinate employee engagement, recognition, welfare and recreational activities.
• Maintain communication with employees across all shifts and units.
• Visit units according to the approved HR coverage schedule.

Preferred candidate profile

• MBA/PGDM in Human Resources, MHA or equivalent qualification.
• Minimum 10 years of recruitment and generalist HR experience in a 300+ bedded hospital.
• Demonstrated experience recruiting clinical, nursing, diagnostic, technical and administrative manpower is required.
• Understanding of clinical qualifications, professional registrations and hospital training requirements.
• Strong sourcing, interviewing, employee-communication and conflict-resolution skills.

Proficiency in recruitment trackers, HRMS, Excel and HR analytics.