JOB DESCRIPTION – HR MANAGER

Department: Human Resources
Designation: HR Manager
Reporting To: HR Head / Senior Management
Location: Corporate Office / Assigned Locations

JOB PURPOSE

The HR Manager will be responsible for managing end-to-end HR operations across assigned centres, including manpower planning, recruitment, employee relations, payroll coordination, statutory compliance, performance management, engagement and exits. The role will ensure consistent implementation of HR policies and processes while providing effective HR support to business and centre leadership.

KEY RESPONSIBILITIES

HR Operations & Employee Relations

• Manage HR operations and employee lifecycle activities across assigned locations.
• Ensure consistent implementation of HR policies, processes, attendance and discipline.
• Handle escalated employee queries, grievances and workplace concerns.
• Partner with Centre Heads, Department Heads and managers on people-related matters.
• Ensure accurate employee records, documentation and HRMS/GreytHR data.

Recruitment & Manpower Planning

• Understand manpower requirements and develop hiring plans with business heads.
• Manage end-to-end recruitment for doctors, clinical, non-clinical, operations, sales and corporate positions.
• Manage hiring channels, consultants and candidate pipelines for critical positions.
• Conduct HR interviews, salary negotiations and drive vacancies to timely closure.

Onboarding, Attendance & Payroll

• Ensure timely joining documentation, background verification, induction and HRMS updates.
• Monitor probation and confirmation timelines.
• Review attendance, leave, regularization, deductions, reimbursements and monthly payroll inputs.
• Coordinate payroll corrections, employee salary queries and Full & Final Settlements.

Statutory Compliance

• Ensure adherence to applicable labour and employment laws and statutory requirements, including PF/EPF, ESI, PT, LWF and Shops & Establishments, as applicable.
• Monitor compliance calendars, filings, records and documentation in coordination with Finance/payroll teams and external consultants.
• Identify compliance gaps and escalate significant matters to the HR Head/Management.

Performance & Employee Engagement

• Coordinate performance reviews, KRAs/KPIs, probation reviews and appraisal cycles.
• Support managers in performance-related concerns and Performance Improvement Plans.
• Identify training needs and drive relevant employee development initiatives.
• Plan employee engagement, recognition and communication initiatives.

Exit Management

• Manage resignations, notice periods, exit interviews, clearances and asset recovery.
• Review F&F documentation and ensure timely issuance of relieving/experience letters.
• Monitor exit trends and maintain accurate separation records.

HR MIS & Team Management

• Track and report headcount, vacancies, hiring, attrition, attendance, joining and exits.
• Provide relevant HR data and insights to HR Head/Management.
• Supervise and guide HR Executives/Officers, allocate responsibilities and review performance.
• Mentor the HR team and ensure timely completion of HR deliverables.

KEY SKILLS & COMPETENCIES

Strong HR Operations & Employee Lifecycle Management | Recruitment & Manpower Planning | Labour Law & Statutory Compliance | Payroll & HRMS/GreytHR | Employee Relations & Grievance Handling | Performance Management | Team Leadership | MS Excel & HR MIS | Communication & Negotiation | Multi-location Coordination

QUALIFICATION & EXPERIENCE

Qualification: MBA/PGDM – HR / MHRM or equivalent preferred
Experience: 5–8 years of relevant HR experience, preferably with 2–3 years in a managerial/team-handling role

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

KEY PERFORMANCE AREAS

• Recruitment TAT and quality of hiring
• Effective HR operations across locations
• Payroll input accuracy and timeliness
• Statutory compliance adherence
• Employee grievance resolution and retention
• Timely onboarding, probation and exit management
• Performance management and employee engagement
• HR team productivity
• Accuracy and timeliness of HR MIS
• Effective implementation of HR policies and processes

HR Operations & Employee Relations

• Manage HR operations and employee lifecycle activities across assigned locations.
• Ensure consistent implementation of HR policies, processes, attendance and discipline.
• Handle escalated employee queries, grievances and workplace concerns.
• Partner with Centre Heads, Department Heads and managers on people-related matters.
• Ensure accurate employee records, documentation and HRMS/GreytHR data.

Recruitment & Manpower Planning

• Understand manpower requirements and develop hiring plans with business heads.
• Manage end-to-end recruitment for doctors, clinical, non-clinical, operations, sales and corporate positions.
• Manage hiring channels, consultants and candidate pipelines for critical positions.
• Conduct HR interviews, salary negotiations and drive vacancies to timely closure.

Onboarding, Attendance & Payroll

• Ensure timely joining documentation, background verification, induction and HRMS updates.
• Monitor probation and confirmation timelines.
• Review attendance, leave, regularization, deductions, reimbursements and monthly payroll inputs.
• Coordinate payroll corrections, employee salary queries and Full & Final Settlements.

Statutory Compliance

• Ensure adherence to applicable labour and employment laws and statutory requirements, including PF/EPF, ESI, PT, LWF and Shops & Establishments, as applicable.
• Monitor compliance calendars, filings, records and documentation in coordination with Finance/payroll teams and external consultants.
• Identify compliance gaps and escalate significant matters to the HR Head/Management.

Performance & Employee Engagement

• Coordinate performance reviews, KRAs/KPIs, probation reviews and appraisal cycles.
• Support managers in performance-related concerns and Performance Improvement Plans.
• Identify training needs and drive relevant employee development initiatives.
• Plan employee engagement, recognition and communication initiatives.

Exit Management

• Manage resignations, notice periods, exit interviews, clearances and asset recovery.
• Review F&F documentation and ensure timely issuance of relieving/experience letters.
• Monitor exit trends and maintain accurate separation records.

HR MIS & Team Management

• Track and report headcount, vacancies, hiring, attrition, attendance, joining and exits.
• Provide relevant HR data and insights to HR Head/Management.
• Supervise and guide HR Executives/Officers, allocate responsibilities and review performance.
• Mentor the HR team and ensure timely completion of HR deliverables.