People Officer

1. General Information

• 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 HR's 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

Qualifications

• Bachelor's degree in HR/Business/Management or equivalent experience
• Master's degree or HR certification (e.g., SHRM/CHRP) A/I

Experience

• 8–10 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