HR Manager / Sr Manager

Position: HR Manager / Sr Manager

Recruitment & Onboarding:

• Coordinate with Unit head / stakeholders to close all the positions in time
• On-boarding the candidate which includes medicals, joining formalities, introduction to HOD etc., all Manager and above , Secunderabad / Corporate being the gateway for any onboarding
• Ensuring that he/she is properly inducted with the policies of the hospital, processes, protocols, Org. structure, Reporting Matrix etc.

Induction & Training:

• Ensuring the Induction of new joinees in all units in a standard way
• Ensuring that the new employee adjusts in the department handholding and random audit via calls / skip level meetings and feedbacks
• Training MIS and evaluation process as per the calendar

Manpower Planning

• Audit Deployment Vs. Approved Manpower plan (Audit over Talent Acquisition)
• Productivity Analysis
• Staff movement / Transfer audit on HRIS updation
• Leaves / Attendance analysis and cost control

Employee Involvement & Engagement

• Execution of Engagement Calendar at all the units
• Feedbacks and improve continuously on the same

Employee Relations

• Handling the Grievances of the employees and counselling them for the same Escalation from Units
• Disciplinary action and record keeping with proofs

Report Generations

• Preparing Attrition reports on a Monthly basis.
• Exit interviews to be conducted and 100% and HR analytics to be applied why and what reasons people are attriting and preparing a plan of control for the same, devising plans , meeting people and understanding the gaps
• Always try and contribute innovative ideas to retain the right talent and look forward for their development
• Preparing Pulse meeting on a weekly basis
• Pre assessment for new unit requirements , closely following up the set up and ensure all things are in place before we start operations

Career Advancement and Succession Planning

• 100% KRA for all Executive and above employees
• Half-yearly reviews and feedback system
• Execution of IDP and regular reporting
• Helping employees select their goals and finding ways of reaching them
• Identifying key positions within the Organization and helping identify suitability and make employees ready for promotions

NABH Other accreditation

• Ensure that the documents of HR are in accordance to the NABH standards.
• Ensure that the staff follow the standard procedures in accordance with NABH.
• Ensure that the 11 standards of HR are in compliance and regularly updating the same
• Surprise audit in various units / colleges as per the calendar shared by HR Head (Confidential)

HR Cost Controls

• Ensuring budget management, financial planning , deviation analysis , understanding with MIS person and required notes & record keeping
• Ensuring timely completion of payroll, accounts payable, financial reporting and accounting activities , interface with Finance / Audit team wherever / whenever required

HR Automation:

• Making HRD administrative work system driven in all units

Compensation & Benefits

• Ensuring and managing employee rewards, perks an benefits
• Design compensation package based on business goals & strategy
• Market Intelligence

100% Compliance

• Liaison with authorities
• Statutory Audits – Internal & External , post audit corrections and executions
• Renewal of licenses and other process oriented as per the due dates and corrections
• Registrations / Indemnities of Clinical staff as per law and keeping it updated , coordination with unit HR incase of gaps and closing the same
• Maintenance and updating of all necessary registers as required by local labour laws
• Maintenance of requisite documentation and approvals
• Ensure compliance with regard to provident fund, ESI, shops & commercial establishments and other applicable laws.

Others:

• Automation of all HR processes to move focus to more projects than administrative HR function
• Avoid delays in HR reciprocation to employee requisites and maintain high end TATs with time revision on TAT thresholds
• Employee satisfaction survey , understanding employee concerns and drawing an executing projects to work on the gaps
• Timely reporting and updates to Management / CHRO on various projects which are on going
• Training gap analysis department wise and planning annual training calendar
• Target training hours as per the standard required
• Post training evaluation , controls and measures
• Authentic , transparent performance management system and regular feedback and PIP plans for all weak performers
• Decreasing the baggage of poor performers and giving opportunity to right talent to replace in benefit of the organization
• HR MIS and HR analytics for improvement
• Productivity analysis department wise and dynamic deployment of manpower
• Consultant coordination and relationships
• Facilitate other surveys like Consultant survey , vendor survey for a long time well being of the unit and suggest HR inputs in this regard