Job Description

Role Summary

Head -HR will play a crucial role in supporting the development and execution of integrated Human Resource strategies for our hospital, Assisted Living, Clinic, and Homecare services. This role leads HR department and serve as a key strategic partner to senior leadership. The ideal candidate will be instrumental in developing and executing HR strategies that support our organizational goals, enhance employee well-being, and ensure compliance within the dynamic healthcare landscape. This role demands a leader who can drive change, cultivate a positive work culture, and champion our most asset: our people.

Key Responsibilities

As the Head of Human Resources, you will be responsible for:

Strategic HR Leadership:

o Providing overall leadership and direction for the entire HR department, including setting department goals, priorities, and budget.

o Developing and implementing HR strategies, policies, and programs that are fully aligned with the hospital's overall mission, vision, and strategic objectives.

o Acting as a trusted strategic advisor to senior management on all HR-related matters, including organizational design, talent management, and workforce planning.

Talent Acquisition & Management:

o Overseeing the complete

Employee Life Cycle Management

, from recruitment and onboarding to performance management, talent development, and succession planning.

o Developing and implementing robust talent acquisition strategies to attract, hire, and retain top-tier healthcare professionals in a competitive market.

o Establishing and maintaining effective performance management systems that drive employee growth and align with organizational goals.

Employee Relations & Culture:

o Managing employee relations, addressing grievances, and ensuring fair and consistent application of HR policies.

o Fostering a positive, inclusive, and supportive work environment that promotes employee engagement, satisfaction, and retention.

o Developing and implementing effective

Employee Communication

strategies to ensure transparency and keep employees informed on key organizational updates and HR initiatives.

Compensation & Benefits:

o Designing, implementing, and managing competitive compensation and benefits programs that attract and retain top talent, while also ensuring cost-effectiveness.

o Conducting regular market research and analysis to ensure our total rewards package remains attractive within the healthcare industry.

HR Operations & Compliance:

o Overseeing all HR functions and departments, ensuring operational efficiency and effectiveness.

o Ensuring meticulous adherence to all

statutory compliance and regulations

pertaining to labour laws and internal policies.

o Developing and monitoring

HR Objectives/Metrics

to track key performance indicators, measure HR program effectiveness, and drive continuous improvement.

Learning & Development:

o Identifying training needs and developing comprehensive learning and development programs to enhance employee skills, professional growth, and career progression, particularly in clinical and administrative areas specific to healthcare.

o Promoting a culture of continuous learning and professional development.

KRA 1: Talent Acquisition & Workforce Planning Excellence

KPIs:

Average time from requisition approval to offer acceptance (broken down by critical roles like Doctors, Nurses, Specialists.

CPH-Total recruitment expenditure divided by the number of hires.

% of offers extended that are accepted.

New Hire Retention Rate (30/60/90 days & 6 months/1 year):

% of new hires still employed after a specific period.

Assessed by hiring manager feedback, new hire performance ratings, and retention.

Deviation between forecasted and actual staffing needs for critical roles. (%)

KRA 2: Employee Life Cycle Management & Development

KPIs:

100

% of new hires completing all onboarding modules/activities.

% of employees who leave within their first year of employment.

Ensuring a healthy bell curve and addressing underperformance.

Average hours of training received by employees annually.

Feedback from employees on the relevance and impact of training programs.

% of open positions filled by internal candidates.

% of critical roles with identified successors ready or ready-soon.

KRA 3: Employee Relations, Engagement & Culture

KPIs:

Employee Engagement Score:

Results from annual or pulse surveys.

Average time to resolve grievances and % of grievances resolved successfully.

Overall satisfaction with various aspects of the work environment (e.g., leadership, work-life balance, communication).

Average number of days absent per employee.

% of employees and managers compliant with key HR policies.

Diversity & Inclusion Metrics

KRA 4: Compensation, Benefits & Total Rewards Management

KPIs:

Comparison of internal pay ranges to market benchmarks.

% of employees utilizing key benefits (e.g., health insurance, wellness programs).

Total benefits expenditure per employee.

Survey results related to pay and benefits.

Addressing any significant discrepancies in pay for similar roles.

KRA 5: HR Compliance, Governance & Risk Management

KPIs:

Number and severity of non-compliance findings in HR audits.

Number of new legal claims or notices received.

% of HR policies reviewed and updated annually/bi-annually.

% of all statutory filings and compliances completed on time and accurately (e.g., ESI, PF, Gratuity, Professional Tax specific to Chennai/Bangalore Tamil Nadu /Karnataka).

Number of incidents related to HR data breaches.

Job Type: Permanent

Pay: ?200,000.00 - ?300,000.00 per month

Benefits:

Provident Fund
Application Question(s):

current ctc and notice period ? we are looking at profiles with around 10 years' experience in their respective fields, preferably in a healthcare setting. Yes or NO ?
Experience:

Human resources management: 10 years (Required)
Location:

* Chennai, Tamil Nadu (Preferred)