HR officer , HR Manager

HR RELATED - Functional Head: HR Director and Administrative Head: Administrator

1. Manpower Planning

a. To learn functioning of all clinical and nonclinical departments in totality and develop deep understanding of roles of all members of clinical and nonclinical departments with an aim to come up with recommendations to fix trainee and employees right mix across departments

b. To develop understanding of skill sets needed for optimum functioning of all roles in every departments and then prepare a competency matrix pertaining to each department and level

c. To focus on Manpower planning of VC’s and prepare in consultation with community heads the career path, discipline and monitoring mechanism of VC’s and Community outreach employees

1. Recruitment, Selection, Induction and Placement

a. To prepare recruitment calendar of all cadres in collaboration with respective stakeholders esp. COP’s

b. To take lead in ensuring qualitative and quantitave recruitments as per recruitment calendar

c. To work out processes and strategies to placement of pass outs of different courses like COP’s, Management fellowship etc

d. To ensure flexibility in workforce without impacting main stream work i.e diversification of skill sets of employees

e. To work on succession planning in consultation with central HR / Administrator and department heads

1. Job Orientation and Competency Development

a. To ensure that each new joiners gets job description and department head provide required orientation of the job

b. To remain in touch with new joiner and take a feedback on learning from trainee and as well from trainer in writing

c. To prepare KRA’s in consultation with department heads of all key positions in the department and shared with the individual

d. To have monthly one to one discussions with department heads to understand the training needs of their team members both soft skills and technical skills

e. To prepare training calendar and plan execution, lead post training efficiency assessment

f. To coordinate with central HR in preparing a calendar and plan for implementation for development of department leads and key individuals in managing teams, effective communications, handling subordinates, timely and effective feedbacks, handling grievances and indiscipline, assessing performance and related topic to build leadership

1. Performance Management

a. To lead role in timely coordinate with department heads and Administrator related to concluding assessments three months prior to contract completion either trainees, fellows or employees

b. To ensure implementation of PMS process at their centre of posting and ensure timely feedbacks and support is given to assess to improve performance

1. Motivation, Reward and Recognition, Welfare

a. To encourage and ensure timely recognition and reward is done in line with the organization policies

b. To ensure that higher education policy is implemented

c. To constantly suggest measure to administrator and department heads to motivate members

d. To plan for farewell and festival celebration as per guidelines from central HR

1. Leave policy, indiscipline and grievance handling

a. To ensure that all employment related policies especially Value Violation policy, leave policy and Uniform policy are known to all individuals and regular sensitization should be done

b. To ensure that misconduct is clearly defined and known to all individuals including unplanned leaves and action to be taken in case of any deviations

c. To ensure that grievance raising mechanism is clearly defined and known to all individuals

d. To support / advise department leads in smooth implementation of policies and processes

e. To recommend action based on principle of Natural Justice to the management

1. HR Analytics and Documentation

a. To work out key HR result areas and indicators

b. To prepare MIS and present analysis to HR and Secondary centre leads

c. Plan for interventions to bridge gaps if any

d. Suggest measures to improve HR efficiency and related operational systems

e. Ensure proper documentation related to human resources on HRMS for timely reference and analysis

1. Statutory Compliances and Outsource manpower vender management

a. To support administrator for compliance with all statutory obligations pertaining to the local laws

b. To maintain all outsource manpower contracts, their manpower management and related activities

1. Trainings

(a) Training Need Identification and coordinate content development

I. To coordinate with HR for employee data, maintain employee wide and department wise data of training planned and done

II. To support in identifying the soft skills and behavioural training needs of the employees and trainees through discussions with Programme Leads / HOD’s and other means like employee group interviews, work stations based assessments

III. To support Trainer in designing/ customizing and continually improve the training material/ modules as per need of the trainee’s groups in English / Hindi

IV. To plan for the pre training assessments of the individuals with support from HOD’s / Trainer

(b) Planning and implementation

I. To support HOD’s / Trainer in preparing a training calendar w.r.t soft skills and behavioural with monthly targets

II. To support in preparing the batches after discussion with the Programme Leads / HOD’s

III. To coordinate the logistics and related formalities pertaining to trainings (internal and external) with the concerned departments like IT, Admin, Maintenance, Canteen etc

(c) Feedback and Evaluation

I. To take the feedback of the training from the trainees and trainers and present the analysis

II. To suggest if any and implement after discussions with HOD’s and Trainer the measures to continually improve trainings quality and delivery standards

III. To do the post training evaluation in coordination with the HOD’s / Trainer and present the analysis

IV. To plan for re-trainings as desired in consultation with HOD’s

(d) Documentation

I. To archive all the assessments, attendance sheets, photos, videos, recordings, training material, feedback and related documents in a secured and easy retrieval manner

II. To maintain the individual training logs and generate monthly MIS with analysis, Gaps and suggestions for improvement

III. To prepare MOM’s of patient experience training’s related meetings

Other expectation if any would be shared in due course

Qualification: MBA in HR

Experience: 4-6 years in HR operations of any service Industry

Functional reporting means work allocation, providing clarity related to work performance assessment and appreciate on achievements in consultation with administrative head, timely feedback to improve upon performance, identify and provide skills upgradation training as and when needed, regular updates to on latest developments pertaining the field while

Administrative reporting means providing local support in order to help individual function smoothly, allocating work additional not impact main function of individual, leave approvals – however leaves more than a week require consultation with function head, maintain discipline and handling grievances