Senior HR Recruiter
JOB DESCRIPTIONHR RECRUITER / TALENT ACQUISITION SPECIALIST Experience: 5–10 Years Department: Human Resources Function: Recruitment / Talent Acquisition Industry Exposure: Education, Infrastructure, Architecture & Healthcare/Hospital Location: malleshwaram bangalore Reporting To: HR Manager / Head – HR / Management 1. JOB PURPOSE The HR Recruiter / Talent Acquisition Specialist will be responsible for managing end-to-end recruitment activities across multiple sectors, with particular focus on Education, Infrastructure, Architecture and Healthcare/Hospital recruitment . The role requires strong sourcing, screening, stakeholder management and negotiation skills, along with the ability to understand specialized technical, academic, healthcare and corporate requirements and close positions within defined timelines. 2. K EY RESPONSIBILITIESA. End-to-End Recruitment Manage the complete recruitment lifecycle from Manpower Requisition to Candidate Joining . Understand manpower requirements, job descriptions, qualifications, experience and competency requirements from respective HODs. Prepare and publish job descriptions and recruitment advertisements. Source candidates through: Job portals LinkedIn Employee referrals Consultants Recruitment agencies Social media platforms Professional networks Campus recruitment Direct sourcing Internal database Screen resumes and shortlist candidates based on job specifications. Conduct preliminary HR interviews and competency-based screening. Coordinate technical/functional interviews with HODs and management. Schedule interviews and maintain proper interview records. Conduct reference checks and background verification wherever required. Manage salary negotiations and offer discussions. Release offer letters and coordinate documentation. Follow up with selected candidates until joining. Maintain candidate engagement throughout the recruitment process. 3. INDUSTRY-SPECIFIC RECRUITMENTA. EDUCATION SECTOR RECRUITMENT Handle recruitment for educational institutions, schools, colleges, universities, training institutions and related organizations. Positions may include: Principal / Vice Principal Academic Head Head of Department Teachers / Faculty Professors / Associate Professors / Assistant Professors Academic Coordinators Student Counsellors Admission Counsellors Career Counsellors Administrative Staff Finance & Accounts Staff HR & Administration IT / Technical Staff Front Office / Reception Support Staff Understand academic qualifications, teaching experience, certifications and regulatory requirements for different positions. Coordinate faculty interviews, demo classes and reference verification where applicable. Build a strong talent pipeline for academic and non-academic positions. 4. INFRASTRUCTURE & CONSTRUCTION RECRUITMENT Manage recruitment for infrastructure, construction, engineering and project-based organizations. Positions may include: Project Manager Project Engineer Civil Engineer Structural Engineer Site Engineer Planning Engineer Quantity Surveyor Estimation Engineer MEP Engineer Electrical Engineer Mechanical Engineer Safety Officer / EHS Manager QA/QC Engineer Site Supervisor Construction Manager Contracts Manager Procurement Manager Project Coordinator Land / Liaisoning Professionals Finance / HR / Administration Staff Understand technical job requirements and project-specific manpower needs. Source candidates with relevant project and site experience. Screen candidates based on technical qualifications, project exposure, location flexibility and relevant certifications. Coordinate technical assessments/interviews with project and engineering teams. Maintain talent pools for urgent project requirements. Support bulk recruitment for new projects and project ramp-ups. 5. ARCHITECTURE RECRUITMENT Handle recruitment for architecture firms, design consultancies, real estate and infrastructure organizations. 6. HOSPITAL / HEALTHCARE RECRUITMENT Manage recruitment for hospitals, clinics, diagnostic centres and healthcare organizations. Clinical Positions: Medical Officers Consultants / Specialists Ophthalmologists / Eye Care Specialists Optometrists Nurses OT Technicians Nursing Assistants Medical Assistants Pharmacists Laboratory / Diagnostic Technicians Radiology Technicians Clinical Coordinators Non-Clinical Positions: Hospital Administrator Operations Manager HR Professionals Front Office Executives Patient Relationship Executives Billing Executives Insurance / TPA Executives Medical Records Staff Surgical Counsellors Marketing Executives Digital Marketing Professionals Business Development Executives Housekeeping Staff Security Staff Biomedical / Technical Staff Understand healthcare-specific qualifications, experience and competency requirements. Coordinate recruitment of doctors, nurses, paramedical and non-clinical staff. Verify professional qualifications, registrations, certifications and relevant experience wherever applicable. Support credentialing/document verification processes in coordination with HR and hospital management. Maintain talent pools for critical clinical positions. Handle urgent and bulk recruitment requirements for hospitals. 7. SOURCING & TALENT PIPELINE Develop and maintain an active candidate database for all critical positions. Use Boolean search and advanced sourcing techniques. Build sector-specific talent pools for: Education Architecture Infrastructure Engineering Healthcare Hospital Operations Corporate Functions Establish relationships with recruitment consultants and placement agencies. Conduct campus and institutional recruitment drives where required. Explore passive candidates and market mapping for senior positions. 8. STAKEHOLDER MANAGEMENT Work closely with HODs, Department Heads, Project Managers, Principals, Doctors, Hospital Administrators and Management. Conduct manpower requirement discussions with hiring managers. Clarify job specifications and competency requirements. Provide regular recruitment status reports. Advise hiring managers on candidate availability, market salary trends and sourcing challenges. Ensure timely closure of vacancies. 9. RECRUITMENT MIS & REPORTING Maintain accurate recruitment records and prepare regular MIS reports covering: Manpower requisitions Open positions Number of candidates sourced Shortlisted candidates Interviews scheduled Candidates selected Offers released Offers accepted Candidates joined Offer-to-joining ratio Source-wise recruitment Time-to-hire Time-to-fill Cost-per-hire Recruitment agency performance Position-wise recruitment status Candidate dropouts Joining ratio Prepare daily, weekly and monthly recruitment reports for management review. 10. ONBOARDING & JOINING COORDINATION Coordinate pre-employment documentation. Ensure completion of joining formalities. Coordinate background verification and reference checks. Liaise with HR Operations for employee creation and onboarding. Track candidates who have accepted offers but are yet to join. Conduct joining follow-up and maintain joining trackers. Identify reasons for offer rejection and candidate dropouts. 11. KEY PERFORMANCE INDICATORS (KPIs)KPIMeasurementVacancy Closure% of positions closed within agreed TATTime to HireAverage days from requisition to offerTime to JoinAverage days from offer to joiningJoining RatioJoined candidates ÷ selected candidates × 100Offer Acceptance RatioAccepted offers ÷ offers released × 100Recruitment TargetPositions closed per monthCandidate QualityHiring manager feedback / selection ratioSource EffectivenessJoining by sourceCost per HireTotal recruitment cost ÷ number of hiresAgency PerformanceQuality and closure rate of consultantsAttrition of New JoineesEarly attrition within defined periodDatabase DevelopmentNumber of qualified candidates added to talent pool12. REQUIRED SKILLS & COMPETENCIES Strong end-to-end recruitment expertise. Excellent communication and interpersonal skills. Strong candidate assessment and interviewing skills. Good negotiation and persuasion skills. Excellent stakeholder management. Strong sourcing and networking capabilities. Ability to handle multiple vacancies simultaneously. Strong follow-up and coordination skills. Good knowledge of recruitment portals and LinkedIn. Strong MS Excel / Google Sheets skills. Good analytical and reporting skills. Ability to work under recruitment targets and deadlines. Strong understanding of confidential handling of candidate and employee information. 13. QUALIFICATION Mandatory: MBA / PGDM in Human Resources preferred. Bachelor's degree in any relevant discipline. Additional certification in Talent Acquisition / Recruitment will be an advantage. 14. EXPERIENCE 5–10 years of relevant recruitment experience , preferably with exposure to two or more of the following: Education / Academic recruitment Infrastructure / Construction recruitment Architecture / Design recruitment Engineering recruitment Hospital / Healthcare recruitment Corporate and support-function recruitment Candidates with multi-industry recruitment exposure and strong experience in niche/specialized hiring will be preferred. 15. DESIRED PERSONAL ATTRIBUTES Professional and mature approach. High level of integrity and confidentiality. Result-oriented mindset. Proactive and self-motivated. Strong ownership of recruitment closures. Ability to work independently as well as with cross-functional teams. Excellent follow-up discipline. Ability to handle pressure and multiple urgent requirements. Strong relationship-building capability. Willingness to travel for recruitment drives/interviews when required. 16. REPORTING & WORKING RELATIONSHIPS Reports To: HR Manager / Head – HR / Management Internal Coordination With: Department Heads Project Heads Academic Heads Hospital Administrators Doctors / Clinical Heads Operations Finance Administration Senior Management External Coordination With: Candidates Recruitment Consultants Job Portals Universities / Colleges Professional Institutions Placement Agencies Industry Networks 17. OVERALL OBJECTIVE To ensure the organization has the right talent, in the right position, at the right time , by developing effective sourcing channels, maintaining strong candidate pipelines and delivering quality recruitment within the required time and budget across Education, Infrastructure, Architecture and Healthcare/Hospital functions. Pay: ₹35,000.00 - ₹50,000.00 per month Benefits: Cell phone reimbursement Flexible schedule Paid sick time Paid time off Provident Fund Work Location: In person
Наблюдалась 2026-09-14, впервые 2026-09-07, источник — Indeed.