PFB JD. Interested candidates do share resume to [email protected]

1. Job Purpose

The HR Manager will be responsible for managing end-to-end human resource operations, employee relations, recruitment, performance management, statutory compliance, HR policies, employee engagement, training and workforce planning across the organization.

The role requires strong coordination with Centre Heads, Department Heads, Cluster Heads and senior management to ensure effective manpower utilization, employee discipline, retention and compliance with organizational policies and healthcare standards.

2. Key ResponsibilitiesA. Recruitment & Manpower Planning

- Manage end-to-end recruitment for clinical, non-clinical, administrative and support positions.
- Prepare manpower plans based on centre-wise requirements and business growth.
- Coordinate with department heads for manpower requisitions and approvals.
- Source candidates through job portals, consultants, referrals, social media and other channels.
- Conduct preliminary screening and coordinate interviews.
- Maintain recruitment tracker and monitor vacancy closure timelines.
- Ensure timely onboarding of selected candidates.

B. Employee Onboarding & Induction

- Manage joining formalities and employee documentation.
- Conduct HR induction and coordinate departmental orientation.
- Ensure employees receive appointment letters, HR policies and required documents.
- Maintain accurate employee master data and personnel files.
- Coordinate probation confirmation and related documentation.

C. Employee Relations & Discipline

- Handle employee grievances, complaints and workplace issues.
- Maintain professional employee relations across centres.
- Investigate disciplinary matters and recommend appropriate action.
- Issue warning letters, show-cause notices and other HR communications where required.
- Conduct exit interviews and analyze reasons for attrition.
- Support management in employee retention initiatives.

D. Attendance, Leave & Payroll Coordination

- Monitor centre-wise attendance, leave and absenteeism.
- Coordinate monthly payroll inputs with Finance/Payroll teams.
- Verify attendance, overtime, incentives, deductions and other payroll inputs.
- Ensure timely submission of payroll-related data.
- Identify attendance irregularities and take corrective action.

E. Performance Management

- Implement and monitor KRA/KPI systems for employees.
- Coordinate performance appraisal processes.
- Monitor probation reviews and confirmation.
- Support department heads in setting measurable employee targets.
- Identify underperforming employees and coordinate Performance Improvement Plans.
- Develop employee performance reports for management review.

F. Training & Development





- Identify training needs across departments.
- Prepare and maintain annual training calendars.
- Coordinate induction, refresher and skill-development programmes.
- Maintain training records and attendance.
- Coordinate mandatory healthcare, safety, infection-control and compliance-related training.
- Evaluate training effectiveness.

G. HR Policies & SOPs

- Implement HR policies and procedures across all centres.
- Develop and update HR SOPs, forms, registers and employee documentation.
- Ensure consistent implementation of HR policies.
- Communicate policy changes effectively to employees.
- Maintain HR documentation required for audits and management review.

H. Statutory Compliance

- Ensure compliance with applicable labour laws and statutory requirements.
- Coordinate PF, ESI, Skilled Tax, Bonus, Gratuity, Labour Welfare Fund and other applicable compliances.
- Maintain statutory registers and records.
- Coordinate with consultants and government authorities when required.
- Ensure timely renewal and maintenance of HR-related licences and registrations.

I. NABH / Healthcare HR Compliance

- Maintain HR documentation and evidence required for NABH compliance.
- Ensure employee files contain required credentials, qualifications and experience documents.
- Coordinate staff credentialing and privileging documentation where applicable.
- Maintain training, competency assessment and appraisal records.
- Support HR-related internal audits and NABH assessments.
- Ensure implementation of HR standards, policies and competency requirements.

J. Employee Engagement & Retention

- Plan employee engagement activities.
- Conduct employee satisfaction/engagement initiatives.
- Identify retention risks and recommend corrective measures.
- Recognize employee performance and contributions.
- Promote a positive and professional workplace culture.

K. HR MIS & Reporting

Prepare and submit regular HR reports covering:

- Headcount – centre/department-wise
- Recruitment status
- Vacancy position
- Joining and resignation reports
- Attrition
- Absenteeism
- Attendance
- Employee turnover
- Payroll inputs
- Training status
- Performance appraisal status
- Probation/confirmation status
- Employee grievances
- Statutory compliance
- Manpower cost
- HR KPIs

3. Centre/Branch HR Coordination

The HR Manager will regularly coordinate with Centre Heads and Department Heads to:





- Review manpower requirements.
- Monitor staffing levels.
- Address employee concerns.
- Track attendance and discipline.
- Monitor recruitment requirements.
- Ensure implementation of HR policies.
- Review attrition and employee retention.
- Conduct periodic HR visits/audits.
- Ensure HR documentation is maintained at each centre.

4. Key Performance Indicators (KPIs)KPIMeasurementRecruitment TATPosition closure within approved timelineManpower AvailabilityRequired vs. actual manpowerAttritionMonthly/annual attrition percentageAbsenteeismCentre/department-wise absenteeismEmployee Documentation100% completion of employee filesPayroll AccuracyError-free payroll inputsProbation Review100% reviews completed on timeTraining CompliancePlanned vs. completed trainingEmployee GrievanceTimely closure of grievancesStatutory Compliance100% timely complianceNABH ComplianceZero major HR documentation gapsEmployee EngagementPlanned activities and participationHR MISTimely and accurate monthly reporting5. Authority & Decision-Making

- Recommend recruitment and manpower requirements.
- Recommend disciplinary actions in accordance with company policy.
- Recommend employee confirmation, transfer and retention actions.
- Coordinate salary/incentive recommendations with management.
- Implement approved HR policies.
- Escalate critical employee and compliance matters to Head HR/Management.

6. Qualification

Mandatory:

- MBA/PG Diploma in Human Resources / MSW / equivalent HR qualification.

Preferred:

- Healthcare/Hospital HR experience.
- Knowledge of NABH HR requirements.
- Strong knowledge of labour laws and statutory compliance.
- Experience in multi-centre HR operations.

7. Skills Required

- Strong communication and interpersonal skills.
- Leadership and team-management ability.
- Recruitment and talent-management expertise.
- Employee relations and conflict-resolution skills.
- Good knowledge of HRMS and MS Excel.
- Strong HR documentation skills.
- Analytical and reporting skills.
- Labour-law and statutory compliance knowledge.
- Ability to work across multiple centres.
- Confidentiality and professional integrity.
- Strong coordination with senior management and department heads.

8. Ideal Candidate Profile

The ideal candidate should be a hands-on HR professional with strong healthcare HR experience, capable of independently managing recruitment, employee relations, HR operations, compliance, performance management and HR MIS across multiple hospital/IVF centres.

Preference: Candidates with experience in hospital groups, IVF/fertility centres, NABH-accredited hospitals or multi-location healthcare organizations.

Pay: ₹35,000.00 - ₹50,000.00 per month

Work Location: In person

📌 HR Manager- hospital exp only (India)
🏢 Yana IVF & Fertility Centre
📍 India