HR Executive

Job Description – HR Executive

Organization: ONUS Robotic Hospitals
Department: Human Resources
Position: HR Executive
Location: Hyderabad
Employment Type: Full-Time
Reporting To: HR Manager / Chief Strategy Officer / Management

Job Purpose

ONUS Robotic Hospitals is looking for a responsible and organized HR Executive to manage day-to-day human resource activities across recruitment, onboarding, attendance, payroll coordination, employee records, statutory compliance, performance management, staff engagement, and HR operations.

The HR Executive will support hospital management in building a disciplined, productive, compliant, and performance-oriented workforce across clinical, nursing, administrative, sales, marketing, and support departments.

Key Responsibilities1. Recruitment & Manpower Coordination

Handle end-to-end recruitment for positions across the hospital, including:

• Doctors and clinical support staff
• Nursing staff
• Front Office
• CRM and Telecalling
• Sales and Marketing
• Digital Marketing
• Administration
• Finance
• Pharmacy
• Laboratory
• Radiology
• Housekeeping
• Maintenance
• Security
• IT and technical roles

Responsibilities include:

• Understanding manpower requirements
• Preparing and publishing job descriptions
• Sourcing candidates through portals, referrals, consultants, and social media
• Screening resumes
• Conducting initial interviews
• Coordinating department interviews
• Salary negotiation support
• Reference checks
• Offer letter coordination
• Joining follow-up

2. Employee Onboarding

Ensure smooth onboarding of all new employees.

Responsibilities include:

• Joining documentation
• Employee ID creation
• Bank and payroll details collection
• Statutory documentation
• Appointment letters
• HR policy orientation
• Department allocation
• Reporting manager communication
• Attendance system enrollment
• Induction coordination

Ensure new employees understand:

• Hospital policies
• Code of conduct
• Attendance rules
• Grooming standards
• Patient confidentiality
• Escalation matrix
• Performance expectations

3. Attendance & Leave Management

Monitor daily attendance across departments.

Responsibilities include:

• Biometric attendance review
• Late coming
• Absenteeism
• Shift attendance
• Leave requests
• Weekly offs
• Compensatory offs
• Unauthorized absence
• Attendance corrections

Coordinate with department heads to resolve attendance discrepancies before payroll closure.

4. Payroll Coordination

Prepare accurate monthly payroll inputs.

Coordinate:

• Attendance
• Leaves
• Overtime
• Incentives
• Deductions
• Salary revisions
• New joiners
• Resignations
• Full and final settlements

Work closely with Finance/Accounts to ensure timely salary processing.

5. Employee Documentation

Maintain updated employee records.

Documents may include:

• Resume
• Application form
• Educational certificates
• Experience letters
• Identity proof
• Address proof
• Bank details
• Registration certificates
• Nursing/medical council registration where applicable
• Offer letter
• Appointment letter
• Salary revision letters
• Warning letters
• Performance documents
• Exit documents

Ensure confidentiality of employee information.

6. HRMS Management

Maintain accurate employee information in the HRMS.

Ensure updates related to:

• Employee master data
• Attendance
• Leave
• Shift allocation
• Salary
• Department
• Designation
• Reporting structure
• Employee status

Regularly audit HRMS data for accuracy.

7. Employee Relations

Act as the first HR contact for routine employee concerns.

Handle issues related to:

• Attendance
• Leave
• Salary clarification
• Shift concerns
• Workplace conduct
• Department coordination
• Employee grievances
• Policy clarification

Escalate serious matters to HR Manager or management.

8. Performance Management Support

Support department heads in implementing performance management systems.

Responsibilities include:

• Maintaining job descriptions
• Defining KRAs and KPIs
• Tracking probation reviews
• Coordinating performance reviews
• Maintaining appraisal records
• Tracking improvement plans

Ensure performance reviews are completed within defined timelines.

9. Probation & Confirmation

Track probation periods of all employees.

Coordinate:

• Probation review
• Manager feedback
• Confirmation
• Extension of probation
• Performance improvement plans
• Documentation

No employee should remain in an undefined probation status due to administrative delay.

10. Employee Discipline

Ensure adherence to hospital policies.

Monitor:

• Attendance discipline
• Uniform and grooming
• Workplace behavior
• Unauthorized absence
• Patient confidentiality
• Misconduct
• Department discipline

Support management in issuing:

• Counselling letters
• Warning letters
• Show-cause notices
• Performance improvement notices

All disciplinary actions should be properly documented.

11. Statutory Compliance

Support compliance with applicable labour and employment requirements.

Coordinate activities related to:

• PF
• ESI
• Professional Tax
• Employee records
• Labour documentation
• Shops and Establishments requirements
• Minimum wage compliance where applicable
• Statutory registers
• Maternity and other statutory leave requirements

Work with consultants or legal teams where required.

12. Employee Engagement

Support employee engagement activities including:

• Birthday celebrations
• Recognition programs
• Employee appreciation
• Festival celebrations
• Team-building activities
• Training programs
• Staff meetings
• Employee feedback

Promote a professional and positive work environment.

13. Training Coordination

Coordinate mandatory and departmental training.

Programs may include:

• Hospital induction
• Patient communication
• Infection control
• Fire and safety
• BLS
• Code Blue
• Customer service
• Data confidentiality
• Department-specific training
• Leadership and supervisory training

Maintain attendance and training records.

14. Staff Deployment & Manpower Planning

Coordinate with department heads regarding:

• Vacancies
• Short staffing
• Shift requirements
• Replacement requirements
• New positions
• Expansion manpower

Prepare periodic manpower reports for management.

15. HR Reporting

Prepare regular reports covering:

• Total manpower
• Department-wise manpower
• Vacancies
• New joiners
• Resignations
• Attendance
• Absenteeism
• Employee turnover
• Recruitment status
• Payroll inputs
• Training status
• Probation status

Highlight areas requiring management attention.

16. Exit Management

Handle employee separations professionally.

Responsibilities include:

• Resignation acknowledgement
• Notice-period tracking
• Handover coordination
• Exit interview
• Clearance process
• ID/access cancellation
• Full and final settlement coordination
• Experience/relieving documentation

Identify recurring reasons for employee attrition and report them to management.

Daily Responsibilities

The HR Executive should review daily:

• Attendance
• Absenteeism
• New joiners
• Pending recruitment
• Employee issues
• Leave requests
• HR documentation
• Upcoming interviews
• Probation reviews
• Resignations
• Department manpower gaps

Key Performance Indicators – KPIs

Performance may be measured based on:

• Time taken to close vacancies
• Joining ratio
• Employee retention
• Attendance compliance
• Payroll accuracy
• Employee documentation completion
• HRMS accuracy
• Probation review completion
• Employee grievance closure
• Statutory compliance
• Training completion
• Attrition rate
• HR report accuracy
• Recruitment cost efficiency
• Employee onboarding completion
• Department manpower fulfilment

Required Qualifications

• MBA / PGDM in Human Resources preferred
• Graduate with relevant HR experience may also be considered

Experience

• 1–3 years of HR experience
• Hospital or healthcare HR experience preferred
• Experience in recruitment, attendance, payroll coordination, and employee relations will be an advantage

Required Skills

The candidate should have:

• Recruitment skills
• Good communication
• HRMS knowledge
• Excel / Google Sheets proficiency
• Documentation skills
• Basic payroll understanding
• Labour law awareness
• Employee handling skills
• Problem-solving ability
• Confidentiality
• Good coordination skills

Candidate Attributes

The ideal candidate should be:

• Organized
• Disciplined
• Approachable
• Responsible
• Detail oriented
• Professional
• Confidential
• Firm when required
• Good at follow-up
• Able to work with multiple departments
• Capable of handling both employees and management professionally

Core Accountability

The HR Executive should follow one key principle:

“Ensure the right people are recruited, properly onboarded, accurately managed, fairly supported, and consistently held accountable to hospital standards.”

The role will support the complete HR cycle:

Manpower Planning → Recruitment → Joining → Attendance → Payroll → Performance → Engagement → Retention → Exit.

Pay: From ₹15,000.00 per month

Benefits:

• Paid time off

Work Location: In person