Unit HR Head - Mother and Child Care Hospital

Key Responsibilities

• Talent Acquisition & Onboarding

  • Manage end-to-end recruitment for super-specialty consultants, resident doctors, nursing staff, allied health professionals, and administrative teams.

  • Develop pipelines for critical, hard-to-fill clinical roles to minimize operational downtime.

  • Oversee a specialized credentialing and onboarding process, ensuring all medical licenses, degrees, and backgrounds are verified before day one.

• Employee Relations & Engagement

  • Address unique healthcare workplace challenges, including burnout, high-stress environments, and 24/7 shift-rotation grievances.

  • Implement retention strategies specifically tailored to high-turnover segments like nursing and paramedical staff.

  • Act as a mediator in conflict resolution between different operational tiers (e.g., clinical vs. administrative teams).

• Operations, Payroll & Roster Management

  • Partner with nursing and medical superintendents to ensure HR compliance regarding complex shift rosters, night shifts, and on-call allowances.

  • Oversee time, attendance, and leave management systems tailored for continuous hospital operations.

  • Coordinate with corporate/central payroll to ensure accurate, timely processing of local unit salaries and doctor payouts.

• Compliance, Audits & Quality Standards

  • Ensure strict adherence to national and local labor laws, biomedical waste management staff protocols, and healthcare-specific regulations.

  • Lead the HR documentation preparation for hospital accreditation audits (such as NABH or JCI), ensuring all training records, health checks, and immunizations for staff are perfectly maintained.

• Performance Management & Training

  • Drive the annual appraisal process, balancing different Key Performance Indicators (KPIs) for clinical outcomes vs. administrative metrics.

  • Coordinate mandatory healthcare training, including Basic Life Support (BLS), soft-skills training for front-desk staff, and patient-centric care protocols.

Key Performance Indicators (KPIs)

• Time-to-Fill for critical clinical vacancies.

• Attrition Rate (specifically tracking nursing and critical care segments).

• Audit Compliance Score for NABH/JCI HR chapters.

• Employee Engagement Index across the unit.

Candidate Profile & Qualifications