Unit Head - Human Resources (Generalist)

Position: Unit Head Human Resources

Grade: Assistant Manager / Deputy Manager

CTC: 8 to 10 LPA

Profile: HR Generalist

Joining: Immediate joiners preferred

Position Title HR Generalist

Reporting To: Facility Director and Functionally Zonal Head - HR

Location: Speciality Hospital, Sindhubhavan Unit (48-Bedded)

Grade / Level: Assistant Manager HR or Deputy Manager HR

Employment Type: Full-Time

Position Summary

The HR Generalist will independently manage the complete HR lifecycle for the 48-bedded Cancer Speciality

Hospital unit from manpower budgeting and planning to onboarding, TA, payroll, employee relations,

learning & development, and exit / full & final (F&F) settlement. The role requires close coordination with unit

leadership, clinical heads, nursing administration, and the central/zonal HR & Payroll teams to ensure statutory

compliance, smooth workforce operations, and a positive employee experience in a super-speciality clinical

environment.

Role & responsibilities

1. Manpower Planning & Budgeting

• Prepare and monitor the annual manpower budget for the unit in line with occupancy, bed strength, and

department-wise staffing norms (nursing, paramedical, admin, support services).

• Track actual headcount and cost against budget on a monthly basis; report variances to unit and zonal HR

leadership.

• Support cost-centre wise manpower planning for new services, bed additions, or accreditation-driven

staffing requirements.

• Provide inputs for CTC structuring and manpower cost projections during budget cycles.

2. Talent Acquisition, Onboarding & Induction

• Drive end-to-end recruitment for nursing, paramedical, administrative, and support staff as per approved

manpower plan.

• Coordinate with clinical/department heads on manpower requisitions, interviews, and selection.
• Liaise with nursing/paramedical colleges and recruitment channels to build a candidate pipeline.
• Ensure timely documentation, offer issuance, and background verification for new joiners.
• Design and conduct structured induction programs covering hospital policies, code of conduct, safety,

infection control, and department orientation for all new hires.

• Coordinate cross-functional induction schedules with clinical, quality, and support departments; ensure new

joiners complete mandatory induction modules within defined timelines.

• Collect induction feedback and continuously improve the onboarding experience.

3. Payroll & Compensation Support

• Collate and validate monthly attendance, leave, overtime, and roster inputs for accurate payroll processing.
• Coordinate with the central payroll team for salary processing, statutory deductions (PF, ESIC, PT, TDS)

and payslip issuance.

• Resolve employee payroll queries and discrepancies within defined TAT.
• Support annual increment, bonus, and incentive processing cycles.

4. Statutory & Regulatory Compliance

• Ensure unit-level compliance with applicable labour laws (Standing Orders, ID Act, Maternity Benefit Act,

POSH Act, CLRA, Shops & Establishment Act, New Labour Codes).

• Maintain statutory registers, licenses, and renewals; coordinate inspections/audits.

• Ensure HR documentation readiness for NABH/JCI accreditation and other regulatory audits.

• Act as unit coordinator for the POSH Internal Committee and grievance redressal mechanisms.

5. Employee Relations & Engagement

• Serve as the first point of contact for employee grievances; ensure timely resolution and escalation where

required.

• Conduct regular unit huddles/floor walks with nursing and clinical teams to identify and address people

issues proactively.

• Support disciplinary processes show-cause notices, domestic enquiries, PIP management in

coordination with zonal HR.

• Drive employee engagement initiatives, recognition programs, and internal communication.

6. Learning & Development (L&D)

• Identify unit-level training needs (clinical induction, soft skills, compliance, fire & safety, BLS, infection

control) in coordination with quality/nursing teams.

• Plan, schedule, and coordinate training calendars; maintain training records and effectiveness tracking.
• Support onboarding induction programs and mandatory statutory/accreditation-linked trainings.
• Facilitate internship/apprenticeship programs for nursing and pharmacy students to build talent pipeline.

7. Performance Management System (PMS)

• Drive the end-to-end PMS cycle for the unit goal-setting/KRA finalisation, mid-year review, and annual

appraisal in line with organisational timelines.

• Coordinate probation confirmations and periodic review discussions with department/functional heads.
• Ensure appraisal ratings, feedback, and increment/promotion recommendations are captured accurately in

the HRIS.

• Track PIP (Performance Improvement Plan) cases end-to-end and ensure timely closure with proper

documentation.

• Support department heads in performance-linked interventions, calibration discussions, and manpower

rationalisation.

• Drive employee awareness and adoption of the PMS process through communication and handholding

sessions.

8. Separation, Exit & Full and Final (F&F) Settlement

• Manage the complete exit process resignation acceptance, notice period tracking, knowledge transfer,

and clearance coordination.

• Conduct exit interviews and share attrition analysis/insights with unit and zonal HR leadership.
• Coordinate F&F settlement with payroll/finance ensuring accuracy and closure within defined TAT.
• Ensure timely issuance of relieving letters, experience certificates, and statutory dues (gratuity, PF

transfer/withdrawal support).

9. HR Operations & MIS

• Maintain accurate employee records and HRIS data new joiners, transfers, exits, and personal file

documentation.

• Prepare periodic HR dashboards/MIS on headcount, attrition, manpower cost, training, and grievance status

for unit and zonal review.

• Support outsourced/contract staff management including bill verification against occupancy-based

deployment.

Key Interfaces

• Internal: Unit Head/Facility Director, Medical Superintendent, Nursing Superintendent, Department Heads,

Zonal HR & Payroll teams, Finance

• External: Nursing/paramedical colleges, recruitment consultants, statutory authorities, training vendors.

Preferred candidate profile:

MBA / MSW / PGDM in Human Resource Management or equivalent

• 410 years of progressive HR generalist experience, preferably in a hospital or healthcare delivery setup,

with prior experience at a similar band (AM/DM level)

• Working knowledge of hospital manpower structures (clinical, nursing, paramedical, support services)

preferred

• Demonstrated experience of independently running PMS cycles and induction/onboarding programs

Skills & Competencies

• Sound knowledge of labour laws and statutory compliance applicable to healthcare establishments
• Hands-on experience with HRIS/payroll systems and MS Excel-based MIS reporting
• Strong stakeholder management skills to work with clinical and non-clinical teams
• High ownership, discretion, and ability to manage sensitive employee matters with confidentiality
• Good communication, interpersonal, and problem-solving skills

Key Result Areas (KRAs)

• Manpower cost adherence to budget
• Recruitment TAT and offer-to-joining ratio
• Payroll accuracy and query TAT
• Statutory & accreditation compliance score
• Employee grievance resolution TAT
• Training man-hours and coverage
• PMS cycle completion rate (goal setting, review, appraisal) within timelines
• Induction completion rate and induction feedback score for new joiners
• F&F settlement TAT and exit documentation accuracy
• Attrition rate management

Cotact us:

Rakesh Verma, Head - Talent Acquisition

M: +91 98152 95303, E: [email protected]

Deepti Nidhi, Specialist - Talent Acquisition

M: +91 94655 77369,E: [email protected]