Job Description – HR Manager

Position: HR Manager
Department: Human Resources
Organization: Goenka Hospital
Location: Piplaj, Pethapur, Gandhinagar, Gujarat
Reporting To: Management / Hospital Administrator / Director
Employment Type: Full time

Position Purpose

The HR Manager will be responsible for managing the complete Human Resources function of the hospital, ensuring effective manpower planning, recruitment, employee engagement, performance management, payroll coordination, statutory compliance, training, employee relations, and implementation of HR policies and systems.

The role requires close coordination with Doctors, Nursing Staff, Medical Officers, Paramedical Staff, Technicians, Front Office, Administration, Housekeeping, Security, Pharmacy, Accounts and other hospital departments.

Key Responsibilities

1. Manpower Planning & Workforce Management

- Prepare department-wise manpower requirements in coordination with HODs.
- Maintain approved manpower budgets and staffing plans.
- Monitor vacancies, employee strength, absenteeism and turnover.
- Ensure adequate staffing across critical hospital functions and shifts.
- Maintain updated organization structure and employee master data.

2. Recruitment & Selection

- Manage end-to-end recruitment for doctors, nurses, technicians, administrative and support staff.
- Prepare and maintain Job Descriptions for all positions.
- Source candidates through recruitment portals, consultants, references and other channels.
- Conduct initial HR screening and coordinate technical/departmental interviews.
- Complete background/reference verification wherever applicable.
- Manage offer, appointment, joining and induction processes.
- Maintain recruitment MIS and joining/attrition reports.

3. Hospital HR Operations

- Maintain complete employee personnel files and HR documentation.
- Manage employee lifecycle from joining to exit.
- Ensure proper documentation of appointment letters, confirmations, transfers, promotions and disciplinary actions.
- Maintain employee database and HR records.
- Coordinate employee ID cards, access control and other HR-related requirements.
- Establish and monitor HR SOPs and workflows.

4. Attendance, Leave & Shift Management

- Monitor biometric/HRMS attendance.
- Coordinate shift rosters with departmental HODs.
- Monitor late coming, absenteeism, overtime and shift-related issues.
- Manage leave applications and leave records.
- Ensure proper attendance inputs for payroll processing.

5. Payroll & Compensation

- Coordinate monthly payroll processing with Accounts/Finance.
- Verify attendance, leave, overtime, incentives and deductions.
- Ensure proper salary structure and statutory deductions.
- Handle employee salary-related queries.
- Maintain payroll MIS and employee cost reports.
- Coordinate full & final settlement of exiting employees.

6. Statutory Compliance

- Ensure compliance with applicable labour and employment laws.
- Coordinate statutory requirements relating to EPF, ESIC, Professional Tax, Labour Welfare Fund, Bonus, Gratuity, Minimum Wages and other applicable legislation.
- Maintain statutory registers, records and documentation.
- Coordinate labour inspections, audits and statutory notices.
- Ensure timely submission of applicable statutory returns.
- Coordinate with external consultants wherever required.

7. Employee Relations





- Handle employee grievances and workplace issues professionally.
- Develop positive employee-management relations.
- Conduct disciplinary proceedings in accordance with company policy and applicable law.
- Maintain proper documentation of warnings, notices and disciplinary actions.
- Support management in resolving employee-related matters.

8. Performance Management

- Develop and implement KPI/KRA-based performance evaluation systems.
- Coordinate probation reviews, annual appraisals and performance reviews.
- Work with HODs to establish measurable KRAs and KPIs.
- Track employee performance and improvement plans.
- Prepare performance review MIS for management.

9. Training & Development

- Identify training requirements department-wise.
- Prepare annual training calendars.
- Coordinate induction and orientation programs.
- Organize training on HR policies, workplace conduct, communication and other relevant areas.
- Coordinate mandatory/role-specific training with concerned hospital departments.

10. Employee Engagement & Welfare

- Develop employee engagement initiatives.
- Coordinate employee welfare activities and events.
- Conduct employee feedback and engagement surveys.
- Support employee recognition and appreciation programs.
- Monitor workplace discipline, culture and employee satisfaction.

11. HR Policies & SOPs

- Develop, update and implement HR policies.
- Maintain HR SOPs, forms, registers and formats.
- Standardize HR documentation across departments.
- Review existing HR processes and identify opportunities for improvement.
- Establish proper document control and HR records management.

12. Hospital-Specific HR Coordination

- Coordinate manpower requirements with Nursing, ICU, OT, Emergency, Laboratory, Radiology, Pharmacy, Front Office, Housekeeping, Security and other departments.
- Support recruitment and credential/document verification processes for healthcare professionals as applicable.
- Monitor staffing requirements for 24×7 hospital operations.
- Coordinate HR requirements related to shifts, emergency coverage and manpower availability.
- Support management during hospital audits and accreditation-related HR documentation.

Key KRAs

KRA

Key Responsibility

Manpower Planning

Maintain optimum staffing levels

Recruitment

Timely closure of approved vacancies

Employee Documentation

100% employee records and documentation

Attendance & Leave

Accurate and timely attendance management

Payroll

Accurate monthly payroll inputs

Compliance

Timely statutory compliance and records

Performance Management

Effective KRA/KPI review process

Employee Relations

Timely grievance resolution

Training

Department-wise training implementation

HR Policies

Implementation and periodic review

Attrition

Monitor and analyse employee turnover

HR MIS

Accurate and timely management reports

Suggested HR MIS / Reports

The HR Manager should regularly maintain and submit:

- Employee Master Data




- Department-wise Manpower Report
- Recruitment Tracker
- Vacancy Status Report
- Joining & Exit Report
- Attrition Report
- Attendance & Absenteeism Report
- Leave Report
- Overtime Report
- Payroll Summary
- Statutory Compliance Tracker
- Training Calendar & Training MIS
- Performance Review Tracker
- Employee Grievance Register
- Disciplinary Action Register
- Contract/Third-Party Manpower Register
- HR Dashboard for Management

Authority & Decision-Making

The HR Manager will have authority to:

- Recommend recruitment against approved manpower requirements.
- Conduct initial candidate screening.
- Recommend salary within approved organizational salary structures.
- Recommend confirmation, promotion, transfer and disciplinary actions.
- Approve routine HR processes within delegated authority.
- Escalate critical employee relations and compliance matters to management.
- Recommend improvements to HR policies, systems and manpower structure.

Note: Financial approvals, final recruitment approvals, salary exceptions and major disciplinary actions shall remain subject to management's delegated authority matrix.

Qualification

- MBA / PGDM / MSW / MA in Human Resources / Personnel Management or equivalent.
- Bachelor's degree in any relevant discipline.
- Knowledge of labour laws and statutory HR compliance is essential.

Experience

- 6–10 years of relevant HR experience, preferably in a hospital, healthcare, multispeciality hospital, healthcare group or other 24×7 organization.
- Experience managing a complete HR function will be preferred.
- Experience handling doctors, nurses, paramedical, technical and support staff will be an advantage.
- Strong exposure to payroll, statutory compliance, recruitment and employee relations.

Required Skills

- Strong HR Operations knowledge
- Recruitment & manpower planning
- Labour law & statutory compliance
- Payroll & attendance management
- Employee relations
- Performance management
- HR policy development
- HRMS/HR software knowledge
- MS Excel and MIS reporting
- Communication and interpersonal skills
- Conflict resolution
- Leadership and team management
- Confidentiality and professional ethics
- Ability to work in a 24×7 healthcare environment

Preferred Competencies

Professional Competencies

- Healthcare HR knowledge
- Labour compliance
- HR analytics/MIS
- Process development
- Documentation & audit readiness

Behavioural Competencies

- Leadership
- Ownership
- Problem solving
- Confidentiality
- Team collaboration
- Decision making
- Professional communication
- Employee-focused approach

Performance Indicators

The HR Manager's performance may be assessed through:

- Vacancy closure time
- Manpower availability
- Employee attrition rate
- Attendance/absenteeism
- Payroll accuracy
- Statutory compliance status
- Employee grievance resolution time
- Training completion
- Performance review completion
- HR documentation accuracy
- Employee engagement
- HR process improvement

Candidate Profile: A proactive HR professional capable of independently managing end-to-end HR operations in a hospital environment, with strong knowledge of compliance, recruitment, employee relations, payroll coordination and HR systems.

Pay: ₹25,000.00 - ₹45,000.00 per month

Benefits:

- Cell phone reimbursement

Work Location: In person

📌 HR Manager (India)
🏢 Delhi Public School Gandhinagar
📍 India