Chhanyado Hospital is seeking an experienced and strategic Head of Human Resources to lead all human resource functions for our 250-bed multispeciality hospital. The ideal candidate will be responsible for building and managing the hospital's HR department, developing HR policies and systems, recruiting qualified medical and non-medical professionals, managing employee relations, ensuring statutory compliance, and creating a professional, disciplined, and employee-focused work environment.

The candidate will work closely with the Hospital Management, Medical Superintendent, department heads, Nursing Administration, Finance, and Operations teams to ensure that the hospital has the right people, in the right roles, with the right skills, to deliver high-quality patient care.

The role requires strong leadership, excellent recruitment and organizational skills, a thorough understanding of hospital HR operations, and the ability to manage a diverse workforce comprising doctors, nurses, technicians, administrative personnel, and support staff.

Key Responsibilities and Job Duties

1. HR Strategy and Department Leadership

- Develop and implement the overall HR strategy in line with the hospital's business objectives, operational requirements, and patient-care standards.
- Establish the complete HR department, including policies, processes, reporting structures, and administrative systems.
- Develop an annual HR plan covering manpower requirements, recruitment, training, employee retention, performance management, and HR budgets.
- Advise hospital management on workforce planning, organizational structure, employee productivity, compensation, and people-related risks.
- Establish transparent roles, responsibilities, reporting relationships, and accountability for all hospital departments.
- Work closely with the CEO, Hospital Administrator, Medical Superintendent, and other senior leaders on strategic HR matters.
- Build a professional, ethical, disciplined, and service-oriented organizational culture.
- Develop HR policies and standard operating procedures (SOPs) applicable to all clinical, administrative, and support departments.

2. Hospital Manpower Planning and Workforce Management

- Prepare a comprehensive manpower plan for a 250-bed multispeciality hospital based on bed capacity, specialties, service lines, operational shifts, and projected patient volumes.
- Determine staffing requirements for doctors, nurses, technicians, pharmacists, therapists, front-office executives, billing staff, administrative teams, housekeeping, security, maintenance, and other support functions.
- Coordinate with department heads to assess present and future manpower requirements.
- Develop approved staffing budgets, recruitment priorities, hiring schedules, and departmental headcount plans.
- Ensure adequate staffing for 24/7 operations, including emergency services, intensive care units, operating theatres, wards, laboratories, and other critical departments.
- Maintain an updated manpower database, organization chart, vacancy tracker, and employee headcount reports.
- Monitor absenteeism, overtime, staffing shortages, employee turnover, and workforce utilization.
- Develop contingency staffing plans for emergencies, seasonal demand, sudden vacancies, and expansion of hospital services.

3. Recruitment, Selection and Talent Acquisition

- Lead end-to-end recruitment for all clinical and non-clinical positions, from manpower requisition to joining and onboarding.
- Prepare a phased recruitment plan for hospital pre-opening, commissioning, and ongoing operations.
- Recruit qualified consultants, full-time doctors, medical officers, nursing staff, paramedics, technicians, pharmacists, and administrative and support personnel.
- Coordinate with the Medical Superintendent and relevant department heads for technical interviews and clinical selection.
- Develop effective recruitment channels through job portals, professional networks, medical colleges, nursing colleges, healthcare recruitment agencies, and employee referrals.
- Prepare job descriptions, eligibility criteria, competency requirements, interview frameworks, and selection procedures for each position.
- Establish a structured interview and candidate assessment process to ensure merit-based recruitment.
- Verify educational qualifications, professional registrations, employment history, references, and other relevant credentials before appointment, as applicable.
- Coordinate with the relevant authorities or professional bodies to verify medical, nursing, and allied-health registrations where required.
- Negotiate compensation within approved salary structures and coordinate offer letters, appointment letters, and joining formalities.
- Maintain a recruitment tracker showing vacancies, candidates shortlisted, interviews completed, offers released, acceptances, and joining status.
- Monitor recruitment turnaround time, hiring costs, offer acceptance rates, and early employee attrition.
- Develop a talent pipeline for senior management, specialist doctors, nursing leadership, and other critical positions.

4. Compensation, Salary Structures and Payroll Management

- Develop salary structures, grades, pay bands, allowances, incentives, and benefits in line with the approved budget and relevant healthcare market benchmarks.
- Establish compensation frameworks for doctors, nurses, technicians, administrative employees, and support staff, accounting for different employment arrangements.
- Coordinate monthly payroll processing with the Finance and Accounts Department.
- Ensure accurate calculation of salaries, attendance, overtime, incentives, leave adjustments, reimbursements, deductions, and final settlements.
- Administer statutory deductions and employer contributions, including applicable Provident Fund (PF), Employee State Insurance (ESI), professional tax, tax withholding, and other legally required payments.
- Maintain salary records, payroll registers, and supporting documentation.
- Develop policies for salary revisions, promotions, bonuses, retention incentives, and performance-linked compensation.
- Review payroll costs, manpower expenses, overtime, and employee benefits against the approved HR budget.
- Establish clear processes for salary-related queries, corrections, and timely disbursement.

6. Statutory Compliance and Labour Law Management

- Ensure compliance with applicable central and state labour laws, employment regulations, and statutory requirements relevant to the hospital.
- Monitor applicable requirements relating to wages, working hours, overtime, weekly offs, leave, holidays, employee benefits, and employment records.




- Oversee compliance with applicable PF, ESI, gratuity, maternity benefits, bonus, professional tax, and other statutory obligations, as relevant to the establishment and workforce.
- Coordinate timely statutory registrations, returns, payments, notices, inspections, and maintenance of prescribed registers.
- Ensure appropriate appointment letters, employment contracts, service rules, HR policies, and separation documentation.
- Monitor compliance requirements for contract labour, outsourced manpower, security personnel, housekeeping staff, and other third-party service providers.
- Maintain a compliance calendar and ensure that all statutory deadlines are met.
- Coordinate with legal advisors, payroll specialists, consultants, and government authorities when required.
- Handle labour inspections, employee grievances, disciplinary matters, and employment-related legal notices in coordination with management and legal counsel.
- Ensure proper documentation and compliance relating to prevention of sexual harassment at the workplace (POSH), including applicable Internal Committee requirements, awareness training, and complaint-handling procedures.
- Review compliance practices periodically and implement corrective measures wherever gaps are identified.

7. Employee Relations, Grievance Handling and Discipline

- Establish a transparent employee grievance redressal mechanism.
- Address employee complaints, workplace conflicts, interpersonal issues, and disciplinary matters promptly and fairly.
- Develop and implement disciplinary policies covering misconduct, absenteeism, negligence, insubordination, workplace behaviour, and policy violations.
- Conduct impartial investigations and maintain appropriate documentation of employee relations matters.
- Promote professional conduct, respect, teamwork, accountability, and ethical behaviour throughout the hospital.
- Support department heads in managing performance issues, attendance concerns, interpersonal conflicts, and corrective action plans.
- Maintain appropriate confidentiality when dealing with employee complaints and sensitive personnel matters.
- Develop employee engagement initiatives, communication channels, recognition programmes, and feedback mechanisms.
- Help resolve conflicts between clinical, administrative, and support departments while maintaining a patient-focused work environment.

8. Performance Management and Employee Productivity

- Design and implement a structured performance appraisal system for all employee categories.
- Establish measurable key performance indicators (KPIs) and performance standards in consultation with department heads.
- Develop probation assessment, annual appraisal, promotion, increment, and performance improvement processes.
- Ensure that managers conduct timely performance reviews and provide constructive employee feedback.
- Monitor employee productivity, attendance, punctuality, service quality, teamwork, and adherence to hospital policies.
- Identify underperforming employees and support managers in developing improvement plans.
- Link performance assessments to training, career development, recognition, promotions, and compensation decisions, where appropriate.
- Conduct periodic reviews of departmental staffing effectiveness and workforce performance.

9. Training, Development and Competency Management

- Identify training needs across clinical, nursing, administrative, and support departments.
- Develop an annual training and development calendar.
- Coordinate orientation and induction programmes for all new employees.
- Organize leadership development, communication, teamwork, customer service, and supervisory skills training.
- Coordinate with clinical leadership on clinical competency requirements, role-specific training, and professional development.
- Ensure that relevant employees receive training on patient confidentiality, data privacy, workplace safety, infection prevention, fire safety, emergency procedures, and applicable hospital protocols.
- Coordinate mandatory and role-specific training for emergency response, including applicable basic life support or advanced life support requirements for designated staff.
- Maintain training records, attendance, assessments, certification validity, and refresher training schedules.
- Evaluate the effectiveness of training programmes and implement improvements.
- Develop succession plans and internal talent development programmes for key positions.

10. Hospital-Specific HR Operations and Workforce Coordination

- Develop HR procedures suitable for a hospital operating around the clock.
- Coordinate with Nursing Administration and department heads to establish duty rosters, shift arrangements, handover requirements, and staffing coverage.
- Monitor attendance, late reporting, unplanned absence, shift changes, leave, and overtime.
- Ensure that staffing arrangements comply with applicable working-hour and rest requirements.
- Support the management of locum doctors, visiting consultants, contractual employees, outsourced workers, and other employment categories.
- Coordinate with clinical leadership to ensure that required qualifications, registrations, competencies, and staffing levels are maintained.
- Work with hospital administration to support smooth workforce coordination across emergency, ICU, OT, inpatient, outpatient, diagnostic, and support services.
- Help develop policies for employee identification cards, uniforms, dress code, workplace behaviour, and access to hospital facilities.
- Ensure HR policies support patient safety, service continuity, confidentiality, and professional standards.

11. Employee Onboarding, Retention and Exit Management

- Establish a standardized joining and onboarding process for all new employees.
- Ensure completion of joining documentation, identity and qualification verification, appointment letters, bank details, statutory forms, and other required records.
- Coordinate departmental introductions, employee orientation, policy acknowledgement, and initial training.
- Monitor probation periods and ensure timely performance reviews and confirmation decisions.
- Develop employee retention strategies for doctors, nurses, technicians, and other hard-to-replace professionals.
- Conduct employee satisfaction surveys, exit interviews, and attrition analysis.




- Identify the underlying causes of employee turnover and recommend corrective measures.
- Establish transparent resignation, notice-period, handover, clearance, and full-and-final settlement procedures.
- Ensure that departing employees return hospital property, complete required clearances, and have access rights withdrawn where appropriate.
- Maintain accurate employee lifecycle records from recruitment through separation.

12. HR Information Systems, Documentation and Reporting

- Implement and maintain an appropriate HRMS or HR software platform for employee records, attendance, leave, payroll coordination, recruitment, and performance management.
- Maintain accurate and secure personnel files, employment records, qualification documents, professional registrations, contracts, and statutory records.
- Prepare monthly HR reports for hospital management.
- Track and report headcount, vacancies, recruitment status, joining ratios, attrition, absenteeism, overtime, payroll costs, training completion, and compliance status.
- Develop dashboards to monitor workforce readiness, recruitment performance, employee retention, and HR operational efficiency.
- Maintain data confidentiality and restrict access to sensitive employee information.
- Establish document retention, access control, and data-handling procedures in accordance with applicable requirements.

13. Budgeting, Cost Control and Vendor Management

- Prepare and manage the annual HR budget in coordination with Finance and hospital management.
- Monitor recruitment expenses, salary costs, training expenses, employee welfare costs, and HR administration expenses.
- Identify opportunities to improve manpower utilization and reduce avoidable recruitment, overtime, and attrition costs without compromising patient safety.
- Evaluate and manage recruitment agencies, background verification vendors, HR software providers, training providers, and outsourced staffing agencies.
- Ensure that vendor agreements, invoices, service levels, and statutory documentation are appropriately monitored.
- Review workforce costs and recommend cost-effective staffing solutions to management.

14. Employee Welfare, Workplace Safety and Organizational Culture

- Develop employee welfare initiatives, recognition programmes, and engagement activities.
- Promote a respectful, inclusive, safe, and professional working environment.
- Support the implementation of policies relating to workplace harassment, discrimination, misconduct, and employee dignity.
- Coordinate with hospital safety teams on employee occupational safety, incident reporting, and relevant workplace health requirements.
- Ensure that HR supports appropriate safety training, emergency preparedness, and employee awareness programmes.
- Work with management to improve staff morale, communication, teamwork, and employee satisfaction.
- Encourage a patient-first service culture across all departments.
- Promote ethical conduct, confidentiality, accountability, and respect for patients and colleagues.

15. Coordination with Hospital Management and Department Heads

- Act as the primary HR advisor to hospital leadership on workforce-related decisions.
- Work closely with the CEO, Hospital Administrator, Medical Superintendent, Nursing Superintendent, Finance Head, and departmental heads.
- Participate in management meetings and provide updates on recruitment, manpower, employee relations, compliance, and workforce costs.
- Advise managers on organizational changes, staffing requirements, promotions, disciplinary action, and employee retention.
- Establish clear communication between HR and all hospital departments.
- Ensure HR policies are consistently implemented across clinical and non-clinical functions.
- Support organizational restructuring, expansion of specialties, new department launches, and changes in operational requirements.

16. HR Governance, Risk Management and Continuous Improvement

- Identify HR-related risks, including staffing shortages, high attrition, inadequate documentation, non-compliance, payroll errors, and employee disputes.
- Develop preventive controls and corrective action plans to reduce these risks.
- Conduct periodic HR process reviews and internal compliance checks.
- Maintain records of HR incidents, investigations, corrective actions, and management decisions.
- Establish service standards and response timelines for HR processes.
- Benchmark HR policies, compensation practices, and recruitment methods against relevant healthcare industry standards.
- Continuously improve HR systems to support operational efficiency, employee satisfaction, and reliable hospital services.

Key Performance Indicators (KPIs)

The Head of HR will be evaluated on measurable outcomes, including:

- Timely recruitment and deployment of approved manpower before hospital opening and during subsequent operations.
- Percentage of approved positions filled within agreed timelines.
- Average time taken to recruit for critical clinical and non-clinical positions.
- Employee retention and reduction in avoidable attrition.
- Accuracy and timeliness of payroll processing.
- Compliance with applicable labour laws and statutory filing deadlines.
- Completion of employee documentation and professional credential verification.
- Completion of mandatory and role-specific employee training.
- Reduction in unplanned absenteeism and avoidable overtime.
- Timely completion of probation reviews and performance appraisals.
- Employee grievance resolution within defined timelines.
- HR budget adherence and effective workforce cost management.
- Accuracy and timeliness of HR reports and workforce dashboards.
- Overall HR readiness and staffing coverage across hospital departments.

Qualifications and Experience

- Bachelor's degree in Human Resources, Business Administration, Management, or a related discipline.
- MBA/PGDM in Human Resources or a relevant postgraduate qualification will be preferred.
- Typically 8–12 years of progressive HR experience, preferably including at least 3–5 years in a senior HR leadership or HR management role.
- Prior experience in a multispeciality hospital, large healthcare institution, or comparable healthcare organization is strongly preferred.
- Experience managing large, diverse workforces and multiple departments.
- Demonstrated experience in recruitment, manpower planning, employee relations, payroll coordination, labour law compliance, and performance management.
- Experience establishing HR systems, policies, processes, and reporting frameworks.
- Experience in hospital pre-opening, commissioning, or large-scale recruitment will be an advantage.

Pay: ₹960,000.00 - ₹1,500,000.00 per year

Work Location: In person

📌 Head - Human Resources (Surat)
🏢 Chhanyado
📍 Surat