Human Resource Business Partner

Key Responsibilities

Talent Acquisition & Onboarding

• Drive end-to-end recruitment for all roles within the region ensuring quality hires within defined TAT.
• Conduct structured onboarding and induction for new joiners including HR policy orientation and cultural assimilation.
• Monitor and maintain manpower strength as per approved budgets and operational requirements.

Performance Management & Rewards

• Ensure 100% completion of performance management cycles including goal setting, mid-year and annual reviews.
• Conduct capability-building workshops for managers to enhance performance feedback culture.
• Manage incentive, appraisal, and reward programs ensuring fairness and timeliness.

Employee Engagement, Retention & Recognition

• Design and implement region-specific engagement and retention strategies based on employee feedback and attrition trends.
• Conduct at least four engagement or recognition initiatives annually at regional or center level.
• Develop and implement proactive retention strategies for critical talent and high performers.
• Ensure employee grievances are addressed promptly with fair and documented resolution.

Center Visit & Employee Connect

• Conduct periodic center visits as per the monthly plan to engage with employees, understand on-ground challenges, and assess HR policy adherence.
• Publish detailed visit reports with actionable insights and ensure closure of follow-up points.
• Facilitate open forums, skip-level interactions, and town halls to enhance employee communication and visibility.

HR Operations & Compliance

• Ensure complete compliance with statutory, legal, and healthcare HR norms across centers.
• Maintain HRIS data accuracy (attendance, leave, payroll inputs) at 100% accuracy.
• Drive workforce discipline, attendance management, and adherence to HR SOPs.
• Coordinate with internal audit, legal, and quality teams for HR process validation.

Manpower Cost & Productivity

• Monitor and control regional manpower cost in line with approved budgets.
• Track and improve workforce productivity, absenteeism, and overtime cost.
• Provide monthly cost variance analysis and corrective action recommendations.

HR Analytics & Reporting

• Publish monthly HR dashboards, attrition, headcount and productivity reports.
• Provide data-driven insights to leadership for decision-making on people priorities.
• Maintain documentation and reporting accuracy at 100%.

Stakeholder Management

• Build strong relationships with business, operations, and clinical leaders to support people-related decisions.
• Act as a trusted advisor to center heads on HR strategy, employee issues, and organization development.
• Liaise with corporate HR for policy implementation, compliance, and process governance.

Job Requirements :

• 2-6 years of experience in an HR Business Partner or similar role .
• Strong understanding of human resource business partnering principles, including workforce planning, talent management, and performance management.
• Excellent communication skills with ability to build strong relationships with senior executives at all levels within the organization.
• Open to travel