People Officer or Hr Manager

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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.

day-to-day HR oversight

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

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