Senior Manager, Corporate Relations

Role Summary

Virohan is looking for a Senior Employer Relations leader to lead, and scale the employer partnership function that powers internships, on-the-job training (OJT), and placements for Virohan candidates across the country. This role owns the end-to-end employer ecosystem for the healthcare and allied sectors — from signing strategic, brand-name partnerships to ensuring every internship delivers measurable learning outcomes and every placement reflects well on the Virohan brand. The individual will manage the Employer Relations team, implement and evolve the partnership strategy, and be personally accountable for landing marquee employer brands in every healthcare-adjacent category Virohan serves.

Key Responsibilities

1. Strategic Employer & Brand Partnerships | Competencies: Strategic Thinking, Business Development, Negotiation, Brand Partnerships

Own the strategy to build and cultivate long-term partnerships with hospitals, diagnostic chains, healthcare startups and companies, home healthcare providers, and other healthcare-adjacent employers.

Personally lead relationship-building and negotiation with the biggest, most recognised employer brands in every category Virohan operates in (hospitals, diagnostics, medtech, clinics,, etc.), so that a marquee, credible logo anchors each category.

Identify and close exclusive and preferred-partner agreements that give Virohan candidates priority access to internship, OJT, and placement pipelines.

Build a structured account-management approach for top employer accounts — mapped by category, hiring volume, and strategic value — with clear ownership and relationship cadences.

Represent Virohan at industry forums, healthcare conferences, and employer councils to strengthen brand visibility and open new partnership channels.

2. Internship, OJT & Placement Operations | Competencies: Process Management, Operational Excellence, Compliance

Lead the Employer Relations team responsible for candidate internships, OJT, and final placements across all campuses.

Design and continuously improve the end-to-end lifecycle: employer requirement mapping, candidate-employer matching, documentation, compliance, and issue resolution.

Ensure every internship and OJT placement is structured against a defined scope of work and role expectations agreed with the employer, so outcomes are trackable rather than incidental.

Ensure adherence to organisational policy, placement governance, and statutory/compliance requirements across all employer engagements.

3. Learning Outcomes & Internship Quality | Competencies: Learning Design, Quality Assurance, Candidate Employability

Define clear, measurable learning outcomes for every internship and OJT track, in partnership with the Academic and Content teams, so each placement builds specific clinical, technical, or workplace competencies.

Work with employer partners to structure rotations, mentorship, and skill checkpoints during the internship so learning is intentional, not just a duration of attendance.

Build a mechanism to track learning-outcome achievement per candidate, per employer, and per category (e.g., competencies certified, skills demonstrated, supervisor sign-off) and use this data to strengthen curriculum and readiness.

Set up structured feedback loops with employers and candidates at the midpoint and close of each internship to validate that learning objectives were actually met.

Use learning-outcome data as a selling point in employer conversations — positioning Virohan candidates as pre-trained against employer-relevant competencies, not just resource-fillers.

4. Stakeholder & Escalation Management | Competencies: Stakeholder Management, Customer Focus, Communication

Deliver a seamless experience for employers through the internship and placement lifecycle.

Act as the final escalation point for employer and candidate concerns during internship, ensuring timely, high- quality resolution.

Partner closely with Academic, Content, Operations, and Sales teams to keep training programs aligned to live employer and industry requirements.

Track and act on Net Promoter Score (NPS) and other satisfaction metrics from both employers and candidates.

5. Performance Management & Analytics | Competencies: Data Analysis, Business Acumen, Decision Making

Define and track KRAs/KPIs for the Employer Relations team; monitor campus-wise and category-wise performance against placement and partnership targets.

Analyse hiring trends, emerging healthcare roles, salary benchmarks, and skill shifts to feed curriculum design and business development priorities.

Own the employer-partnership dashboard: number and tier of brand partnerships per category, internship learning-outcome achievement, placement conversion, and employer retention.

Present periodic MIS reports, placement and partnership reviews, and strategic recommendations to senior leadership.

6. Leadership & Team Development | Competencies: Leadership, Coaching, Team Management

Lead, mentor, and grow the Employer Relations team into a high-performing, accountable unit capable of managing both volume placements and high-value strategic accounts.

Set clear individual and team performance expectations; provide regular coaching, feedback, and capability- building.

Build a culture of ownership, continuous improvement, and pride in the quality of every candidate placed.

Core Competencies

Functional

Strategic Brand & B2B Partnership Development

Team Management & Performance Management

Key Account & Stakeholder Management

Learning Outcome Design & Quality Assurance for Internships

Compliance & Process Orientation

Data Analysis, Reporting & Dashboarding

Behavioural

Strategic Thinking & Executive Presence

Relationship Building & Influencing at CXO level

Communication & Presentation Skills

Problem Solving & Decision Making

Collaboration & Cross-functional Working

Execution Excellence & Accountability

Coaching & People Development

Adaptability & Continuous Improvement

Key Performance Indicators (KPIs)

Number and tier of strategic/marquee employer brand partnerships signed per category

Internship and OJT deployment rate

Final placement conversion rate

% of internships with documented, achieved learning outcomes

Employer acquisition and retention rate

Campus-wise and category-wise placement performance

Employer and candidate satisfaction (NPS)

Team KPI achievement

Process efficiency and turnaround time

Quality and timeliness of leadership reporting

Qualifications & Experience

7–13 years of experience in Corporate Relations, Campus Placements, Employer/Brand Partnerships, Business Development, or Talent Acquisition, with at least 5 years in a leadership role managing a team.

Proven experience managing corporate engagement across multiple locations/campuses at scale.

Strong prior background in the healthcare industry — hospitals, diagnostics, pharma, medtech, or healthcare services — with an existing network of senior contacts.

Demonstrated track record of closing strategic, brand-defining partnerships (not just transactional employer tie- ups).

Experience designing or overseeing structured internship/OJT programs with defined learning outcomes is strongly preferred.

Strong leadership, negotiation, stakeholder management, and analytical skills.

Proficiency in MIS reporting, dashboarding, and data-driven decision-making.

MBA or equivalent postgraduate qualification preferred; healthcare-sector exposure is a strong plus.