To manage the complete HR lifecycle, ensuring a high-performing and compassionate clinical team dedicated to the care of women and children.
Key Responsibilities
Strategic Workforce Management
Manpower Budgeting: Collaborate with the Medical Superintendent by April 1st annually to forecast staffing needs based on patient volume (e.g., extra nursing staff for peak seasons).
High-Volume Recruitment: Manage the end-to-end cycle, screening 50+ applications weekly to fill critical roles in Pediatrics, OB-GYN, and NICU.
Selection Excellence: Execute a rigorous 5-round interview process (CV Review, HR, Technical, Panel, and Final Approval) to ensure a 90% hire quality rate.
Talent Pipeline: Proactively maintain a network of 100+ medical specialists to reduce "Time-to-Fill" for emergency vacancies.
Training, Performance & Culture
Specialized Orientation: Conduct 3-day inductions every Monday at 9:00 AM, focusing on hospital culture, empathy-led care, and patient safety.
Performance Analytics: Gather weekly data on absenteeism and KPIs. Conduct counseling for underperformers (