Job Description: Human Resources (HR) Manager

Work Location: Client Site Cancer Hospital, Recent Friends Colony, Current Delhi.

Resources Reports To Chief Executive Officer (CEO) / Chief Operating Officer (COO) / Director Human Resources / Managing Director

Job Summary - The Human Resources (HR) Manager is responsible for leading and managing the organization's human resources functions, ensuring alignment with business objectives and fostering a high-performance workplace culture. The role oversees talent acquisition, employee relations, performance management, compensation and benefits, learning and development, policy implementation, statutory compliance, workforce planning, and employee engagement.

The HR Manager serves as a strategic business partner to leadership by developing people strategies, ensuring compliance with applicable labour laws and organizational policies, and driving initiatives that support organizational growth, employee satisfaction, and operational excellence.

Qualifications Education

- Bachelor's degree in Human Resources, Business Administration, Psychology, Management, or a related field.
- Master's degree in Human Resources, MBA (HR), or a related discipline is preferred.

Experience

- 5-8 years of progressive experience in Human Resources.
- Minimum 23 years of experience in an HR leadership or managerial role.
- Experience across multiple HR functions, including recruitment, employee relations, performance management, and compliance.
- Industry experience in healthcare, corporate, manufacturing, retail, or service sectors is an advantage.

Key Responsibilities

1. Human Resource Strategy

- Develop and implement HR strategies aligned with the organization's vision, mission, and business objectives. • Partner with senior management to support workforce planning and organizational development. • Advise leadership on HR best practices, employee-related matters, and organizational change initiatives. • Drive a culture of accountability, collaboration, diversity, equity, inclusion, and continuous improvement. • Develop HR policies and procedures to support business growth and compliance.

2. Talent Acquisition and Recruitment

• Lead end-to-end recruitment processes including workforce planning, job analysis, sourcing, interviewing, selection, and onboarding. • Develop recruitment strategies to attract high-quality talent. • Coordinate with department heads to understand hiring requirements and manpower planning. • Manage relationships with recruitment agencies, job portals, and educational institutions. • Ensure a positive candidate experience throughout the recruitment process. • Monitor recruitment metrics such as time-to-fill, cost-per-hire, and quality of hire.

3. Employee Onboarding and Offboarding

• Design and manage comprehensive onboarding programs for new employees. • Ensure timely completion of employment documentation and induction processes. • Coordinate exit interviews and offboarding procedures.



• Analyse employee exit trends and recommend retention strategies. • Ensure proper clearance and documentation during employee separation.

4. Performance Management

- Design and administer the organization's performance management framework. • Coordinate goal setting, performance reviews, and appraisal cycles. • Support managers in providing constructive feedback and coaching. • Identify high-potential employees and succession planning opportunities. • Monitor employee performance and recommend development initiatives

5. Learning and Development

- Identify organizational training needs through performance analysis and business requirements. • Develop annual learning and development plans. • Coordinate internal and external training programs. • Evaluate training effectiveness and return on investment. • Promote leadership development and career progression initiatives.

6. Employee Relations and Engagement

- Foster a positive work environment that promotes collaboration, trust, and employee well-being. • Address employee concerns, grievances, and workplace conflicts in a fair and timely manner. • Conduct employee engagement surveys and implement action plans. • Organize employee recognition, wellness, and engagement activities. • Promote organizational values and a culture of respect and inclusion.

7. Compensation and Benefits

• Administer compensation structures, salary reviews, incentives, and employee benefits. • Conduct market benchmarking to ensure competitive compensation practices. • Coordinate payroll inputs with the finance or payroll team. • Ensure accuracy of employee records related to compensation and benefits. • Recommend reward and recognition programs to improve employee motivation and retention.

8. HR Operations and Administration

• Maintain accurate and confidential employee records. • Oversee HR documentation, employment contracts, and personnel files. • Ensure timely updating of HR Information Systems (HRIS). • Prepare HR reports, dashboards, and workforce analytics. • Monitor employee attendance, leave management, and workforce records. • Develop and maintain HR Standard Operating Procedures (SOPs).

9. Compliance and Legal Responsibilities

• Ensure compliance with applicable labor laws, employment regulations, and statutory requirements. • Maintain compliance with workplace health and safety regulations. • Coordinate statutory audits and labor inspections. • Update HR policies to reflect changes in employment legislation.



• Manage disciplinary procedures in accordance with organizational policies and legal requirements. • Maintain confidentiality of employee information and organizational data.

10. Organizational Development and Change Management

- Support organizational restructuring and change management initiatives. • Implement workforce planning and succession planning strategies. • Promote continuous improvement in HR processes and systems. • Develop initiatives to enhance organizational culture and employee productivity. • Facilitate leadership development and talent management programs

11. HR Analytics and Reporting

• Monitor key HR metrics including turnover, absenteeism, retention, recruitment efficiency, and employee engagement. • Prepare monthly, quarterly, and annual HR reports for leadership. • Analyze workforce trends and recommend strategic improvements. • Utilize HR data to support business decision-making.

Technical Knowledge

- Human Resource Management Systems (HRIS).
- Payroll coordination and HR administration.
- Employment and labor laws.
- Performance management systems.
- Compensation and benefits administration.
- Talent acquisition and employer branding.
- Learning and development frameworks.
- Workforce planning and organizational development.
- HR analytics and reporting.
- Microsoft Office Suite (Word, Excel, PowerPoint, Outlook).

Core Competencies

Leadership Competencies

- Strategic thinking • Leadership and people management • Decision-making • Change management • Conflict resolution • Coaching and mentoring • Stakeholder management

Functional Competencies

- Talent acquisition • Performance management • Employee relations • Workforce planning • Compensation and perks • HR compliance • Organizational development • Policy development • HR analytics • Training and development

Behavioural Competencies

- Integrity and confidentiality • Strong interpersonal skills • Excellent communication skills • Emotional intelligence • Problem-solving and analytical thinking • Adaptability and resilience • Negotiation and influencing skills • Attention to detail • Customer and employee focus • Time management.

Key Performance Indicators (KPIs)

- Time-to-fill and quality of hire. • Employee retention and turnover rates. • Employee engagement and satisfaction scores. • Performance appraisal completion rate. • Training completion and effectiveness. • Compliance with labor laws and internal policies. • Payroll accuracy and timeliness of HR processes. • Reduction in employee grievances and disciplinary cases. • HR budget adherence. • Achievement of diversity, inclusion, and workforce planning objectives.

Working Conditions

- Office-based environment with regular interaction with employees, department heads, and senior management.
- Occasional travel to branch offices or project locations, if applicable.

• Standard business hours with flexibility to accommodate organizational requirements.

📌 Human Resource Manager (New Delhi)
🏢 Dynamic Consultation
📍 New Delhi