– HR Executive

Organization: ONUS Robotic Hospitals

Department: Human Resources

Position: HR Executive

Location: Hyderabad

Employment Type: Full-Time

Reporting To: HR Manager / Chief Strategy Officer / Management

Job Purpose

ONUS Robotic Hospitals is looking for a responsible and organized HR Executive to manage day-to-day human resource activities across recruitment, onboarding, attendance, payroll coordination, employee records, statutory compliance, performance management, staff engagement, and HR operations.

The HR Executive will support hospital management in building a disciplined, productive, compliant, and performance-oriented workforce across clinical, nursing, administrative, sales, marketing, and support departments.

Key Responsibilities1. Recruitment & Manpower Coordination

Handle end-to-end recruitment for positions across the hospital, including:

- Doctors and clinical support staff
- Nursing staff
- Front Office
- CRM and Telecalling
- Sales and Marketing
- Digital Marketing
- Administration
- Finance
- Pharmacy
- Laboratory
- Radiology
- Housekeeping
- Maintenance
- Security
- IT and technical roles

Responsibilities include:
- Understanding manpower requirements
- Preparing and publishing job descriptions
- Sourcing candidates through portals, referrals, consultants, and social media
- Screening resumes
- Conducting initial interviews
- Coordinating department interviews
- Salary negotiation support
- Reference checks
- Offer letter coordination
- Joining follow-up

1. Employee Onboarding

Ensure smooth onboarding of all new employees.

Responsibilities include

- Joining documentation
- Employee ID creation
- Bank and payroll details collection
- Statutory documentation
- Appointment letters
- HR policy orientation
- Department allocation
- Reporting manager communication
- Attendance system enrollment
- Induction coordination

Ensure new employees understand:
- Hospital policies
- Code of conduct
- Attendance rules
- Grooming standards
- Patient confidentiality
- Escalation matrix
- Performance expectations

1. Attendance & Leave Management

Monitor daily attendance across departments.

Responsibilities include

- Biometric attendance review
- Late coming
- Absenteeism
- Shift attendance
- Leave requests
- Weekly offs
- Compensatory offs
- Unauthorized absence
- Attendance corrections

Coordinate with department heads to resolve attendance discrepancies before payroll closure.
1. Payroll Coordination

Prepare accurate monthly payroll inputs.

Coordinate

- Attendance
- Leaves
- Overtime
- Incentives
- Deductions
- Salary revisions
- New joiners
- Resignations
- Full and final settlements

Work closely with Finance/Accounts to ensure timely salary processing.
1. Employee Documentation

Maintain updated employee records.

Documents may include

- Resume
- Application form
- Educational certificates
- Experience letters
- Identity proof
- Address proof
- Bank details
- Registration certificates
- Nursing/medical council registration where applicable
- Offer letter
- Appointment letter
- Salary revision letters
- Warning letters
- Performance documents
- Exit documents

Ensure confidentiality of employee information.




1. HRMS Management

Maintain accurate employee information in the HRMS.

Ensure updates related to

- Employee master data
- Attendance
- Leave
- Shift allocation
- Salary
- Department
- Designation
- Reporting structure
- Employee status

Regularly audit HRMS data for accuracy.
1. Employee Relations

Act as the first HR contact for routine employee concerns.

Handle issues related to

- Attendance
- Leave
- Salary clarification
- Shift concerns
- Workplace conduct
- Department coordination
- Employee grievances
- Policy clarification

Escalate serious matters to HR Manager or management.
1. Performance Management Support

Support department heads in implementing performance management systems.

Responsibilities include

- Maintaining job descriptions
- Defining KRAs and KPIs
- Tracking probation reviews
- Coordinating performance reviews
- Maintaining appraisal records
- Tracking improvement plans

Ensure performance reviews are completed within defined timelines.
1. Probation & Confirmation

Track probation periods of all employees.

Coordinate

- Probation review
- Manager feedback
- Confirmation
- Extension of probation
- Performance improvement plans
- Documentation

No employee should remain in an undefined probation status due to administrative delay.
1. Employee Discipline

Ensure adherence to hospital policies.

Monitor

- Attendance discipline
- Uniform and grooming
- Workplace behavior
- Unauthorized absence
- Patient confidentiality
- Misconduct
- Department discipline

Support management in issuing:
- Counselling letters
- Warning letters
- Show-cause notices
- Performance improvement notices

All disciplinary actions should be properly documented.
1. Statutory Compliance

Support compliance with applicable labour and employment requirements.

Coordinate activities related to

- PF
- ESI
- Professional Tax
- Employee records
- Labour documentation
- Shops and Establishments requirements
- Minimum wage compliance where applicable
- Statutory registers
- Maternity and other statutory leave requirements

Work with consultants or legal teams where required.
1. Employee Engagement

Support employee engagement activities including:
- Birthday celebrations
- Recognition programs
- Employee appreciation
- Festival celebrations
- Team-building activities
- Training programs
- Staff meetings
- Employee feedback

Promote a qualified and positive work environment.
1. Training Coordination

Coordinate mandatory and departmental training.

Programs may include

- Hospital induction
- Patient communication
- Infection control
- Fire and safety
- BLS
- Code Blue
- Customer service
- Data confidentiality
- Department-specific training
- Leadership and supervisory training

Maintain attendance and training records.
1.



Staff Deployment & Manpower Planning

Coordinate with department heads regarding:
- Vacancies
- Short staffing
- Shift requirements
- Replacement requirements
- New positions
- Expansion manpower

Prepare periodic manpower reports for management.
1. HR Reporting

Prepare regular reports covering:
- Total manpower
- Department-wise manpower
- Vacancies
- New joiners
- Resignations
- Attendance
- Absenteeism
- Employee turnover
- Recruitment status
- Payroll inputs
- Training status
- Probation status

Highlight areas requiring management attention.
1. Exit Management

Handle employee separations professionally.

Responsibilities include

- Resignation acknowledgement
- Notice-period tracking
- Handover coordination
- Exit interview
- Clearance process
- ID/access cancellation
- Full and final settlement coordination
- Experience/relieving documentation

Identify recurring reasons for employee attrition and report them to management. Daily Responsibilities The HR Executive should review daily:
- Attendance
- Absenteeism
- New joiners
- Pending recruitment
- Employee issues
- Leave requests
- HR documentation
- Upcoming interviews
- Probation reviews
- Resignations
- Department manpower gaps

Key Performance Indicators – KPIs Performance may be measured based on:
- Time taken to close vacancies
- Joining ratio
- Employee retention
- Attendance compliance
- Payroll accuracy
- Employee documentation completion
- HRMS accuracy
- Probation review completion
- Employee grievance closure
- Statutory compliance
- Training completion
- Attrition rate
- HR report accuracy
- Recruitment cost efficiency
- Employee onboarding completion
- Department manpower fulfilment

Required Qualifications
- MBA / PGDM in Human Resources preferred
- Graduate with relevant HR experience may also be considered

Experience
- 1–3 years of HR experience
- Hospital or healthcare HR experience preferred
- Experience in recruitment, attendance, payroll coordination, and employee relations will be an advantage

Required Skills The candidate should have:
- Recruitment skills
- Good communication
- HRMS knowledge
- Excel / Google Sheets proficiency
- Documentation skills
- Basic payroll understanding
- Labour law awareness
- Employee handling skills
- Problem-solving ability
- Confidentiality
- Good coordination skills

Candidate Attributes The ideal candidate should be:
- Organized
- Disciplined
- Approachable
- Responsible
- Detail oriented
- Professional
- Confidential
- Firm when required
- Good at follow-up
- Able to work with multiple departments
- Capable of handling both employees and management professionally

Core Accountability The HR Executive should follow one key principle: “Ensure the right people are recruited, properly onboarded, accurately managed, fairly supported, and consistently held accountable to hospital standards.”

The role will support the complete HR cycle:

Manpower Planning → Recruitment → Joining → Attendance → Payroll → Performance → Engagement → Retention → Exit.

Pay: From ₹15,000.00 per month

Benefits

- Paid time off

Work Location: In person

📌 HR Executive (Champapet)
🏢 ONUS ROBOTIC HOSPITAL
📍 Champapet