Senior HR Manager

Core Strategic & Leadership Responsibilities

Strategic Workforce Planning: Aligning HR strategy with the hospital's long-term goals (e.g., expansion, new service lines). This includes forecasting staffing needs for critical areas like Nursing, Allied Health Professionals, and Medical Officers to meet regional healthcare demands.

Executive and Physician Relations: Managing complex employee relations, advising the senior leadership team (CEO, Medical Director, MS/MS Director) on organizational structure, succession planning (especially for key clinical leaders), and executive compensation structures as per market trends.

Culture & Engagement: Championing a culture of patient-centered care, safety, and high performance. Leading initiatives to boost employee engagement and proactively manage burnout among clinical staff, which is a major concern in the Indian healthcare sector.

Compliance and Accreditation: Ensuring strict compliance with Indian labor laws (like the Factories Act, Payment of Wages Act, POSH Act) and preparing for accreditation surveys from key bodies like the NABH (National Accreditation Board for Hospitals & Healthcare Providers) or JCI (if applicable). HR policies must align with NABH Standard 9 (Human Resource Management).

Talent Acquisition and Management

Recruitment Strategy: Developing robust sourcing strategies to attract and secure hard-to-fill clinical roles (e.g., specialized consultants, ICU/OT nurses) in a highly competitive market, often involving relocation packages or sourcing from Tier 2/3 cities.

Onboarding & Credentialing: Overseeing the rigorous process of onboarding, which includes thorough credentialing, privileging, and background verification for all licensed medical staff as mandated by regulatory bodies.

Retention Programs: Designing and managing incentive structures, career ladder development, and recognition programs specifically tailored to reduce turnover in high-stress clinical departments.

Compensation, Benefits, and Performance

Total Rewards Management: Designing competitive compensation structures that specifically factor in common Indian hospital requirements like shift differentials, on-call allowances, and various allowances (e.g., special pay grades for remote/rural postings, if applicable).

Performance Management: Implementing performance appraisal systems that clearly tie individual performance—including clinical outcomes and patient satisfaction scores (like HCAHPS adaptation)—directly to organizational success and variable pay.

Employee Relations and Development

Conflict Resolution: Handling complex, high-stakes employee disputes, grievances, and disciplinary actions with sensitivity, particularly involving licensed professionals. A key component is managing compliance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH).

Workforce Scheduling & Compliance: Ensuring strict adherence to regulations regarding work hours for nurses, Technicians focusing on mandated rest periods and overtime compensation rules to avoid legal penalties.

Training & Development: Overseeing Continuous Professional Development (CPD) programs, mandatory compliance training (like NABH requirements), and leadership pipelines for future department heads.

Job Types: Full-time, Permanent

Pay: ₹30,000.00 - ₹40,000.00 per month

Language:

• Kannada (Required)

Work Location: In person