HR Head

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, ₹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)