Head Human Resource

Role & responsibilities

A. Recruitment and Selection

• Coordinate with department heads to identify manpower requirements and prepare manpower requisitions.
• Source candidates through job portals, consultants, employee referrals, campus drives, and internal postings.
• Screen resumes, schedule and coordinate interviews, and conduct preliminary HR rounds.
• Conduct reference and background verification checks.
• Prepare and release offer letters/appointment letters; manage salary negotiation within approved bands.
• Maintain recruitment trackers (source-wise, position-wise, TAT-wise).

B. Induction

• Plan and conduct structured induction/orientation programs for new joiners.
• Coordinate documentation, ID card issuance, workstation/asset allocation, and system access.
• Introduce new employees to company policies, culture, org structure, and reporting managers.
• Collect induction feedback and ensure smooth onboarding within the probation period.
• Track completion of joining formalities and statutory documentation (PF, ESIC, etc.).

C. Wage and Salary Administration

• Maintain and update employee master data for payroll processing.
• Coordinate monthly attendance, leave, and overtime data with payroll team/vendor.
• Ensure timely and accurate salary processing, including new joiner and F&F settlements.
• Administer statutory compliances - PF, ESIC, Bonus, Gratuity, PT, LWF as applicable.
• Handle salary revision, increment, and promotion letter processing.
• Address employee queries related to salary, deductions, and reimbursements.

D. Training and Development

• Conduct Training Need Identification (TNI) in coordination with department heads.
• Prepare and execute the annual training calendar (technical, behavioural, compliance).
• Coordinate with internal/external trainers and manage logistics for training sessions.
• Maintain training records, attendance, and effectiveness evaluation (feedback/post-training assessment).
• Track individual and department-wise training man-hours.

E. Employee Engagement

• Design and implement employee engagement and recognition programs (Employee of the Month, long-service awards, etc.).
• Support performance appraisal cycles and coordinate reward/incentive administration.
• Organize celebrations
• Gather employee feedback through surveys and suggest corrective action plans.
• Draft and circulate formal HR communications - circulars, policy updates, notices, memos.
• Facilitate informal communication channels - suggestion boxes, open house, skip-level meetings.
• Act as a communication bridge between management and employees.

F. Working Conditions and Employee Welfare

• Ensure compliance with statutory welfare requirements (canteen, restrooms, first aid, safety norms) as per Factories/Shops & Establishment Act.
• Coordinate welfare initiatives - medical check-ups, insurance (GMC/GPA)
• Address employee grievances related to working conditions and escalate/resolve in coordination with management.
• Conduct periodic workplace inspections and liaise with safety/admin teams.

G. Employee Development in Relation to Organizational Development

• Support succession planning and career development frameworks in coordination with HR Manager.
• Facilitate skill mapping, job rotation, and internal mobility processes.
• Assist in implementing organizational change initiatives, restructuring, and culture-building programs.
• Coordinate performance management system (PMS) administration - goal setting, mid-year review, annual appraisal.

H. Implementation of Policies and Processes

• Administer retirement/superannuation process as per company policy and statutory norms.
• Designing and implementing all relevant policies and processes as approved by Management.
• Maintain records of employees nearing retirement and initiate timely communication.
• Coordinate full and final settlement, gratuity, PF withdrawal, and relieving formalities for retiring employees.
• Organize farewell/recognition for retiring employees.

I. Statutory and other Compliance

• Preparing calendar of all applicable compliance under various statutes as well as Accreditation bodies such as NABH.
• Ensuring their compliance through policies and processes.
• Closure of NCs received in audits / inspections.

J. Management Information Systems (HR-MIS)

• Maintain and update HR databases (HRIS/HRMS) - employee master, attendance, leave, headcount.
• Prepare periodic MIS reports - attrition, headcount, recruitment status, training MIS, absenteeism, cost per hire.
• Generate dashboards/reports for management review (weekly/monthly/quarterly).
• Ensure data accuracy, confidentiality, and timely submission of statutory/internal reports.
• Support audits (internal/external) with accurate HR data and documentation.

Preferred candidate profile

• MBA/PGDM in HR / Master's degree in Human Resources or equivalent.
• 5-7 years of HR experience, preferably in hospitals/healthcare organizations.
• Strong knowledge of recruitment, employee relations, HR policies, payroll, and statutory compliance.
• Excellent leadership, communication, interpersonal, and problem-solving skills.
• Strong knowledge of HRMS and MS Office.