AGM - HR at CorroHealth… · Noida

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 Assistant General Manager (AGM) - Talent Acquisition will lead and drive the organization's talent acquisition strategy, ensuring the timely hiring of high-quality talent across business functions. The role requires strong leadership, stakeholder management, workforce planning, employer branding, recruitment analytics, and team management capabilities.

The incumbent will partner with business leaders to build a robust talent pipeline, optimize recruitment processes, and deliver hiring outcomes aligned with organizational growth objectives.

Key Responsibilities

Talent Acquisition Strategy

• Develop and execute talent acquisition strategies aligned with business objectives and workforce plans.
• Lead hiring initiatives across Operations, RCM, Healthcare, Technology, Corporate Functions, and Leadership positions.
• Drive workforce planning discussions with business leaders to understand current and future talent requirements.
• Build proactive talent pipelines for critical and niche skill sets.

Leadership & Team Management

• Lead, mentor, and develop Talent Acquisition Managers, Team Leads, and Recruiters.
• Establish performance metrics and drive accountability within the recruitment team.
• Foster a high-performance and collaborative recruitment culture.
• Conduct regular reviews and capability-building initiatives for the TA team.

Stakeholder Management

• Act as a strategic talent advisor to business leaders.
• Collaborate with senior leadership on manpower planning, succession planning, and hiring strategies.
• Provide market intelligence regarding talent availability, compensation trends, and competitor hiring practices.
• Influence hiring decisions through data-driven insights.

Recruitment Delivery

• Ensure achievement of hiring targets while maintaining quality and SLA adherence.
• Monitor and improve key recruitment metrics including:Time-to-Fill Time-to-Hire Cost-per-Hire Offer-to-Join Ratio Source Effectiveness Quality of Hire
• Drive process improvements to enhance recruitment efficiency and candidate experience.

Employer Branding & Talent Attraction

• Strengthen the organization's employer brand through innovative sourcing and attraction strategies.
• Lead social media recruitment campaigns and branding initiatives.
• Build relationships with industry networks, educational institutions, and professional associations.
• Represent the organization at career fairs, industry forums, and talent events.

Recruitment Analytics & Governance

• Review recruitment dashboards and analytics to provide actionable insights.
• Ensure compliance with recruitment policies, governance standards, and hiring processes.
• Optimize recruitment technology, ATS utilization, and automation initiatives.
• Present hiring reviews and TA performance reports to senior leadership.

Key Deliverables

• Achievement of annual hiring targets.
• Strong stakeholder satisfaction scores.
• Improved hiring velocity and recruitment productivity.
• Enhanced quality of hire and retention of new hires.
• Development of future talent pipelines.
• Strengthened employer brand positioning.

Qualifications

Education

• MBA / PGDM in Human Resources, Business Administration, or related discipline.
• Additional certifications in Talent Acquisition, HR Analytics, or Leadership Development will be an advantage.

Experience

• 12-18 years of progressive experience in Talent Acquisition.
• Strong exposure to large-scale hiring and strategic workforce planning.
• Experience managing recruitment teams and senior stakeholder relationships.
• Prior experience in Healthcare, RCM, BPO, ITES, Technology, or Shared Services environment preferred.

Required Skills & Competencies

Functional Competencies

• Strategic Talent Acquisition
• Workforce Planning
• Leadership Hiring
• Recruitment Analytics
• Employer Branding
• Talent Mapping & Market Intelligence
• Vendor Management
• Compensation Benchmarking

Behavioral Competencies

• Executive Presence
• Strategic Thinking
• Business Acumen
• Influencing & Negotiation
• Stakeholder Management
• Decision Making
• Problem Solving
• Change Management
• People Leadership

Success Profile

The ideal candidate will be a strategic recruitment leader who can balance business priorities with talent market realities, lead large recruitment teams, build strong business partnerships, and consistently deliver exceptional hiring outcomes in a fast-paced environment.

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.