JOB DESCRIPTION – HEAD – HUMAN RESOURCES

Department: Human Resources
Designation: Head – Human Resources
Reporting To: CEO / COO / Senior Management
Location: Corporate Office / Multi-Location

JOB PURPOSE

The Head – Human Resources will provide strategic and functional leadership to the entire HR function across the organization. The role will partner with Senior Management and Business/Centre Heads to drive workforce planning, talent acquisition, HR governance, performance, employee relations, compliance, culture and organizational capability across all locations.

KEY RESPONSIBILITIES

HR Strategy, Governance & Leadership

• Develop and drive the HR strategy aligned with organizational and business objectives.
• Partner with CEO/COO and Senior Management on key people and organizational decisions.
• Establish and strengthen HR policies, systems, SOPs and governance across locations.
• Lead the HR team and ensure consistent, responsive and business-focused HR delivery.

Manpower Planning & Talent Acquisition

• Lead annual and periodic manpower planning across existing and new centres.
• Monitor headcount, organizational structure and manpower costs.
• Oversee recruitment across doctors, clinical, operations, sales, corporate and leadership positions.
• Drive timely closure of critical roles and build sustainable talent pipelines.
• Develop strategies for attraction and retention of key talent.

HR Operations, Payroll & Compliance

• Provide governance over the complete employee lifecycle from joining to separation.
• Ensure standardized HR processes and effective utilization of HRMS/GreytHR.
• Oversee payroll, compensation, benefits, increments and Full & Final Settlements.
• Ensure organization-wide compliance with applicable labour laws and statutory requirements including PF/EPF, ESI, PT, LWF and Shops & Establishments, as applicable.
• Monitor compliance calendars, statutory documentation and critical compliance gaps.

Employee Relations & Performance Management

• Handle critical and escalated employee relations, grievance and disciplinary matters.
• Ensure fair and consistent implementation of HR policies.
• Lead the organization-wide Performance Management System, including KRAs/KPIs, appraisals, increments, promotions and PIPs.
• Identify and develop high-performing and high-potential employees.

Learning, Engagement & Culture

• Drive organization-wide learning, managerial and leadership development.
• Support succession planning and internal career growth.
• Strengthen employee engagement, recognition and communication.
• Build a professional, performance-oriented and employee-responsive culture across centres.

HR Analytics & Management Reporting

• Review key HR metrics including headcount, hiring, attrition, manpower cost, attendance, performance and employee movement.
• Present HR dashboards, trends and actionable insights to Senior Management.
• Use HR data to support workforce and organizational decisions.

HR Team Leadership

• Lead, mentor and develop HR Managers and the wider HR team.
• Define responsibilities, KRAs/KPIs and accountability within HR.
• Monitor HR team productivity, capability and service delivery.

KEY SKILLS & COMPETENCIES

Strategic HR Leadership | Workforce Planning | Talent Acquisition | HR Governance & Policies | Labour Law & Statutory Compliance | Employee Relations | Performance Management | Compensation & Payroll | Organizational Development | HR Analytics | Stakeholder Management | Multi-location HR Leadership

QUALIFICATION & EXPERIENCE

Qualification: MBA/PGDM – Human Resources / MHRM or equivalent

Experience: 10+ years of progressive HR experience, including significant HR leadership/management experience.

Preferred: Experience in healthcare, hospitals, clinics, corporate or multi-location organizations.

KEY PERFORMANCE AREAS

• HR strategy execution and governance
• Manpower planning and availability
• Quality and timely closure of critical hiring
• Employee retention and attrition management
• Statutory compliance and payroll governance
• Performance management effectiveness
• Employee relations, engagement and culture
• HR process standardization and automation
• Manpower cost effectiveness
• HR team capability and productivity
• Quality of HR analytics and management reporting
• Overall effectiveness of the HR function

AUTHORITY & ACCOUNTABILITY

The Head – Human Resources will be accountable for the overall effectiveness, governance and delivery of the HR function, working closely with the CEO, COO, Business Heads and Centre Heads on major people and organizational matters.

HR Strategy, Governance & Leadership

• Develop and drive the HR strategy aligned with organizational and business objectives.
• Partner with CEO/COO and Senior Management on key people and organizational decisions.
• Establish and strengthen HR policies, systems, SOPs and governance across locations.
• Lead the HR team and ensure consistent, responsive and business-focused HR delivery.

Manpower Planning & Talent Acquisition

• Lead annual and periodic manpower planning across existing and new centres.
• Monitor headcount, organizational structure and manpower costs.
• Oversee recruitment across doctors, clinical, operations, sales, corporate and leadership positions.
• Drive timely closure of critical roles and build sustainable talent pipelines.
• Develop strategies for attraction and retention of key talent.

HR Operations, Payroll & Compliance

• Provide governance over the complete employee lifecycle from joining to separation.
• Ensure standardized HR processes and effective utilization of HRMS/GreytHR.
• Oversee payroll, compensation, benefits, increments and Full & Final Settlements.
• Ensure organization-wide compliance with applicable labour laws and statutory requirements including PF/EPF, ESI, PT, LWF and Shops & Establishments, as applicable.
• Monitor compliance calendars, statutory documentation and critical compliance gaps.

Employee Relations & Performance Management

• Handle critical and escalated employee relations, grievance and disciplinary matters.
• Ensure fair and consistent implementation of HR policies.
• Lead the organization-wide Performance Management System, including KRAs/KPIs, appraisals, increments, promotions and PIPs.
• Identify and develop high-performing and high-potential employees.

Learning, Engagement & Culture

• Drive organization-wide learning, managerial and leadership development.
• Support succession planning and internal career growth.
• Strengthen employee engagement, recognition and communication.
• Build a professional, performance-oriented and employee-responsive culture across centres.

HR Analytics & Management Reporting

• Review key HR metrics including headcount, hiring, attrition, manpower cost, attendance, performance and employee movement.
• Present HR dashboards, trends and actionable insights to Senior Management.
• Use HR data to support workforce and organizational decisions.

HR Team Leadership

• Lead, mentor and develop HR Managers and the wider HR team.
• Define responsibilities, KRAs/KPIs and accountability within HR.
• Monitor HR team productivity, capability and service delivery.