People Officer or Hr Manager

JOB DESCRIPTION

Company Name : MV. Hospital | HR Generalist | Chennai

JOB TITLE:  People Officer (PO)

AREA/SPECIALITY: People & Culture / Human Resources

TERM: Full-time, Permanent

RESPONSIBLE TO: Chief Executive Officer (CEO)

ACCOUNTABLE TO: Chief Executive Officer (CEO)

2. Role Summary

The People Officer (CPO) will provide both strategic and operational leadership of the HR function, ensuring MV Hospital has a high-performing, values-driven workforce. The CPO will oversee recruitment, compliance, and staff file/documentation management while also leading on culture building, performance management, and staff engagement.

The role balances day-to-day HR oversight with long-term people strategy, working closely with the CEO, HODs, and leadership team to design systems that promote fairness, inclusion, and organizational growth. Payroll remains outside the scope of this role.

3. Key Relationships

• Chief Executive Officer (CEO)
• Heads of Departments (HODs)
• Director of Operations (for conflict escalations)
• Internal Complaints Committee (ICC)
• Executive HR Recruitment & Coordination
• Executive HR Documentation & Compliance
• Accounts & Payroll Department (for settlement coordination only)

4. Duties and Responsibilities

Strategic Leadership

• Develop and implement HR strategy aligned with hospital goals.
• Partner with CEO on workforce planning, succession, and leadership development.
• Drive organizational culture, staff engagement, and inclusion initiatives.
• Formulate HR policies and ensure consistent communication across departments.

Recruitment & Workforce Planning

• Oversee the full recruitment lifecycle from sourcing to onboarding.
• Actively participate in shortlisting, interview design, and evaluation processes.
• Ensure competency-based recruitment using rubrics and STAR methodology.
• Build external partnerships for talent pipelines (e.g., colleges, institutes).

Compliance & Documentation

• Ensure compliance with statutory requirements and institutional policies (excluding payroll).
• Oversee secure custody and management of all staff files and records (digital + physical).
• Maintain audit-ready documentation to support NABH and accreditation processes.

Performance Management & Development

• Manage and enhance the appraisal system created by the CEO.
• Ensure appraisal timelines are respected by HODs and reviews are fair.
• Introduce learning and development initiatives tailored to hospital needs.
• Facilitate coaching, mentoring, and succession planning structures.

Staff Engagement & Culture

• Lead employee engagement, recognition, and well-being initiatives.
• Promote teamwork, trust, and collaboration across departments.
• Provide coaching to HODs on people management practices.

Conflict & Dispute Handling

• Define conflict resolution frameworks in collaboration with Director of Operations and CEO.
• Ensure HRs role remains limited to documentation, record-keeping, and procedural support.
• Liaise with ICC to ensure compliance with POSH Act.

5. Scope & Authority

• Direct authority over HR operations: recruitment, compliance, documentation, exit management.
• Strategic authority over performance, development, and engagement initiatives.
• Advisory role in conflict management; final decisions rest with Director of Operations/CEO.
• Payroll is explicitly excluded from scope (managed by separate Payroll Department).

PERSON SPECIFICATION

Criteria

Essential

Desirable

Assessment

Qualifications

Bachelors degree in HR/Business/Management or equivalent experience

Masters degree or HR certification (e.g., SHRM/CHRP)

A/I

Experience

810 years in HR/People functions, covering both operational and strategic HR; Strong recruitment and compliance experience; Proven success in performance management and staff engagement

Experience in healthcare/service-driven organizations

A/I

Skills & Knowledge

Strong knowledge of labor law & statutory compliance; Excellent communication & influence skills; Skilled in conflict resolution and coaching; Strong organizational and planning ability; Proven ability to manage HR records and audits

Experience with digital HR systems (HRIMS, LMS)

A/I/T

Attributes

Ethical, discreet, and culturally sensitive; Collaborative yet decisive; Growth mindset; Resilient under pressure

Previous leadership of HR teams in multi-site organizations

I

Key: A = Application, I = Interview, T = Test/Exercise