JOB DESCRIPTION

Head of HR cum MIS Associate

Company: INURSE Healthcare – A Division of Qliqcare LLP

Location: Bengaluru, Karnataka

Department: Human Resources & Management Information Systems (MIS)

Employment Type: Full-Time

Salary: Up to 26000 per month + Performance-Based Incentives

Incentive Potential: Up to 20000 per month

Salary Disbursement: 10th of every month

Incentive Disbursement: Between 20th and 25th of every month

1. About INURSE Healthcare

INURSE Healthcare is a growing home healthcare service provider offering professional healthcare and patient support services at home. Our services include caretakers, bystanders, senior care, semi-nurses, registered nurses, ICU care at home, laboratory services, and other healthcare related support services.

We are expanding our operations and strengthening our in-house manpower network to ensure reliable service delivery across multiple locations. We are looking for a highly responsible, result oriented, and proactive Head of HR cum MIS Associate who can independently manage the complete recruitment function while maintaining accurate organizational data, reports and MIS records.

2. Job Purpose

The selected candidate will be completely responsible for identifying, developing, and managing multiple recruitment channels to fulfil the organization's ongoing manpower requirements.

The primary objective is to build a strong and consistent in house manpower pool of caretakers, senior care staff, nurses, laboratory personnel and other healthcare resources.

The candidate must take ownership of recruitment outcomes rather than limiting responsibilities to posting vacancies or forwarding candidate profiles.

The role also includes maintaining HR-related MIS, recruitment trackers, manpower reports, and management dashboards to support organizational planning and decision-making.

3. Key Responsibilities

A. Complete Recruitment & Manpower Acquisition

Take complete ownership of the organization's recruitment requirements across all operational locations.

Identify and develop potential candidate sourcing channels for caretakers, senior care staff, bystanders, semi-nurses, registered nurses, ICU nurses, laboratory technicians, and other required categories.

Explore and actively utilize multiple recruitment platforms, including:

Online job portals and recruitment platforms.

Social media recruitment campaigns and communities.

WhatsApp groups and local job networks.

Existing employee and caretaker referral networks.

Nursing and paramedical colleges.

ANM, GNM, B.Sc. Nursing, and healthcare institutions.

Training centres and educational organizations.

B2B collaborations and manpower sourcing partnerships.

Local recruitment agencies and authorized vendors.

Regional and interstate recruitment networks.

Establish institutional relationships with colleges, training centres, and healthcare organizations.

Develop new sourcing strategies to ensure a continuous flow of qualified candidates.

Maintain a database of potential candidates and recruitment sources.

Ensure candidates are sourced according to the organization's actual deployment requirements.

Coordinate candidate screening, preliminary interviews, document verification, and onboarding.

Ensure that candidates meet the required qualification, experience, identity verification, and service standards.

Build a reliable in-house manpower pool and reduce dependency on external vendors.

Maintain a ready-to-deploy manpower pipeline based on operational requirements.

B. Recruitment Planning & Resource Management

Coordinate with Administration and Operations teams to understand current and upcoming manpower requirements.

Prepare weekly and monthly recruitment plans based on active vacancies and deployment requirements.

Prioritize urgent requirements based on confirmed client demands.

Maintain category-wise and location-wise manpower availability reports.

Monitor candidate joining status, dropouts,



replacements, and retention.

Ensure timely availability of replacement resources whenever required.

Track the performance and effectiveness of each recruitment channel.

Continuously identify new sourcing opportunities to improve recruitment efficiency and reduce acquisition costs.

C. HR Operations & Employee Records

Maintain accurate employee and candidate databases.

Ensure proper collection and verification of KYC and onboarding documents.

Maintain joining records, employee files, attendance information, and other HR documentation.

Coordinate with Administration and Accounts for attendance and salary-related information.

Track employee availability, leave, attrition, and replacement requirements.

Maintain proper records of recruitment activities and employee movements.

Ensure compliance with internal HR policies and organizational procedures.

D. MIS & Management Reporting

Maintain all HR and recruitment-related MIS records accurately and update them on a daily basis.

Prepare and submit daily, weekly, and monthly recruitment reports.

Maintain centralized Google Sheets, Excel trackers, and other designated reporting systems.

Prepare category wise recruitment reports covering:

Total enquiries received.

Candidates contacted.

Candidates screened.

Interviews completed.

Candidates selected.

Documents collected.

Candidates onboarded.

Candidates ready for deployment.

Candidates successfully deployed.

Candidate dropouts and replacements.

Maintain recruitment source wise performance reports.

Prepare manpower availability and resource utilization reports.

Submit recruitment performance reports to management for evaluation.

Ensure that all MIS data is accurate, updated, and submitted within the prescribed timelines.

Highlight recruitment gaps, manpower shortages, and operational risks to management.

E. Coordination & Team Management

Coordinate closely with Administration, Operations, Sales, and Accounts departments.

Understand organizational manpower requirements and ensure recruitment priorities are aligned with deployment targets.

Participate in recruitment planning and operational review meetings.

Provide regular updates to management regarding recruitment progress.

Coordinate with external recruitment partners, institutions, vendors, and other sourcing agencies.

Ensure proper communication and follow-up with candidates throughout the recruitment process.

4. Performance Expectations & Key Performance Indicators (KPIs)

The candidate will be evaluated based on measurable recruitment and reporting outcomes.

Performance Area

Key Measurement

Recruitment fulfilment

Achievement against approved manpower requirements

Candidate sourcing

Development of effective and consistent recruitment channels

In-house manpower

Growth in directly recruited manpower

Recruitment conversion

Enquiry-to-joining conversion ratio

Deployment readiness

Number of verified candidates ready for deployment

Recruitment turnaround

Timely fulfilment of urgent requirements

Institutional collaboration

Active partnerships with colleges and training institutions

MIS accuracy

Accuracy and completeness of all reports

Reporting discipline

Timely submission of daily, weekly, and monthly reports

Retention

Candidate joining consistency and retention performance

Important: Recruitment targets and incentive slabs will be communicated separately by management based on monthly operational requirements and approved manpower plans.

5. Working Days, Shifts & Holiday Policy





INURSE Healthcare operates in the healthcare sector, where operational continuity and manpower coordination are essential.

The office follows a 12-hours-per-day, 7-days-a-week operational model.

The office must remain functional on Sundays and public holidays.

The selected candidate must be flexible to work in rotational shifts, including Sundays and public holidays, as per the duty roster.

Weekly offs and compensatory offs will be scheduled through a rotational roster.

Employees required to work on designated holidays will receive applicable compensatory offs or other benefits in accordance with company policy and applicable labour laws.

The candidate must ensure that recruitment coordination and critical HR activities are not interrupted due to holidays or weekly offs.

6. Salary & Incentive Structure

Component

Details

Fixed Monthly Salary

Up to 26000

Performance Incentives

Up to 20000 per month

Total Potential Monthly Earnings

Up to 46000

Salary Payment Date

10th of every month

Incentive Payment Date

20th–25th of every month

Incentive Conditions:

Incentives are performance-based and linked to approved recruitment and manpower acquisition targets.

Priority will be given to successful in-house recruitment and deployment.

Incentive eligibility will depend on verified joining, documentation, and applicable performance criteria.

The detailed incentive structure and eligibility conditions will be communicated separately by management.

Incentives are not guaranteed fixed earnings and are payable subject to achievement of approved targets.

7. Required Qualifications & Experience

Bachelor's degree in Human Resources, Business Administration, Management, or a related discipline.

Minimum 2–4 years of relevant experience in recruitment, HR operations, or manpower management.

Experience in bulk recruitment, healthcare recruitment, staffing, or manpower sourcing will be an added advantage.

Strong knowledge of online recruitment platforms and candidate sourcing strategies.

Experience in managing recruitment databases and MIS reports.

8. Required Skills & Competencies

Strong recruitment planning and execution capabilities.

Excellent communication and negotiation skills.

Ability to independently identify and develop recruitment channels.

Strong networking and institutional relationship-building abilities.

Good knowledge of Excel, Google Sheets, and reporting systems.

Analytical and data management skills.

Ability to work with targets and deadlines.

Strong coordination and follow-up skills.

High level of accountability, ownership, and problem-solving ability.

Flexibility to work in a rotational healthcare operational setting.

9. Ideal Candidate Profile

We are looking for someone who:

Takes complete ownership of recruitment rather than waiting for management instructions.

Can independently identify where potential candidates are available and how to reach them.

Understands the importance of maintaining a ready-to-deploy manpower pool.

Can develop long-term recruitment partnerships with institutions and organizations.

Is comfortable working with measurable targets and performance-based incentives.

Maintains accurate records and provides management with timely, reliable information.

Understands that recruitment is directly connected to client service delivery and business growth.

10. Reporting & Accountability

Reports To: Management / Designated Business Head.

Primary Accountability: Complete recruitment fulfilment, in-house manpower development, resource availability, HR coordination, and MIS accuracy.

The selected candidate will be directly accountable for ensuring that the organization's manpower requirements are fulfilled within the stipulated timelines and that management receives accurate, timely, and actionable HR and recruitment information.

INURSE Healthcare

A Division of Qliqcare LLP

Building Reliable Healthcare Resources. Delivering Better Care

📌 HR And MIS Executive (Bengaluru)
🏢 INurse Homecare service
📍 Bengaluru