Operations Partner - Talent Acquisition

Narayana Health; Bengaluru; On-site; INR 900,000 - 1,300,000; Full time

Job summary

Narayana Health seeks an experienced TA Operations professional to own the full lifecycle from sourcing to onboarding for high-volume clinical and administrative roles.

You will ensure interview-ready pipelines, accurate documentation, and timely coordination of scheduling, offers, and onboarding while collaborating with TA Partners and stakeholders to meet hiring SLAs.

Qualifications

• 4–6 years in TA Operations.
• High-volume hiring experience in clinical roles preferred.
• Exposure to dashboards and candidate communication templates.
• Understanding of compensation structures and salary bands.

Responsibilities

• Lead sourcing strategies and pipelines for high-volume roles across multiple channels.
• Conduct screening, prioritization, and shortlisting to ensure interview-ready slates.
• Own end-to-end interview scheduling and candidate coordination.
• Manage offers, negotiations within guardrails, and closure processes.
• Coordinate pre-joining activities and onboarding handover to HR operations.
• Maintain data accuracy across ATS and onboarding trackers; drive process improvements.

Skills

High volume hiring

TA Operations

Dashboards

Candidate communication templates

Education

Graduate/PG; Nursing/Allied Health exposure

Tools

HRMS portal

Job description

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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.

Key Responsibilities

Key Responsibility Statement

% of Time

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 role‑specific benchmarks.

Run group or drive‑based screening models to support high‑volume hiring with tight TATs.

Document screening outcomes, recommendations, and disposition reasons clearly in the HRMS portal.

Partner closely with TA Partners to prioritize demand‑critical roles and ensure interview‑ready slates.

3. Interview Scheduling & Candidate Coordination

Own end-to-end interview logistics including panel coordination, slot alignment, calendars, and virtual/on‑site setup.

Manage candidate communications (confirmations, reminders, venue details, links) to minimize no‑shows and drop‑offs.

Collect interviewer feedback and update interview outcomes promptly in HRMS portal.

Proactively identify and elevate scheduling risks, panel constraints, or cycle‑time 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 zero‑defect documentation and approvals.

Achieve high offer acceptance rates through timely, clear, and candidate‑centric engagement.

Coordinate all pre‑joining 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 Day‑1 joining.

Track and report pre‑join, 30 / 60 / 90‑day checkpoints to flag joining risks and early attrition signals.

Ensure seamless handover to HR Operations / Onboarding teams with complete and accurate records.

6. Stakeholder & Cross-Functional 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 no‑shows, offer TAT, joining conversion, and early attrition indicators.

Identify process gaps and recommend improvements to enhance speed, quality, scalability, and compliance.

Key Interactions

Internal:TA Head, Recruitment Ops Lead, Sourcing / Scheduling / Offer / Onboarding Specialists, Unit HR, Hiring Managers / Interview Panels

Knowledge, Skills and Experience

Educational qualifications/Certification (Threshold educational background required to execute the role)

Graduate/PG; Nursing/Allied Health exposure preferred for Nursing/Para segments.

Relevant experience (Type/ Nature and years of relevant experience required to execute the role)

4–6 years in TA Operations

High-volume hiring preferred in clinical roles, non-clinical also acceptable.

Threshold skills and capabilities required to execute the role (Functional & Behavioural)

Functional:

High volume hiring

Comfort with dashboards and candidate communication templates.

Understanding of compensation structures and salary bands