Asst. Manager/Sr. Executive - HR (Hospital Operations)

Role Overview The Assistant Manager/ Sr. Executive – HR is responsible for ensuring smooth and disciplined HR functioning at the hospital, where workforce management is dynamic due to 24x7 shift operations, and critical service demands. The role is accountable for end-to-end HR operations, including recruitment, onboarding, shift & roster management, attendance administration, payroll inputs, statutory compliance, grievance handling, and facility support.

This position plays a vital role in maintaining workforce stability, reducing attrition, ensuring fair shift allocation, and fostering transparent communication across hospital staff, medical teams, paramedics, and support departments.

Key Responsibilities

Recruitment, Onboarding & Induction Manage end-to-end hiring for hospital staff: nurses, paramedics, technicians, support staff, administrative roles, etc. Ensure timely onboarding, including document verification, medical fitness, badge creation, HRMS setup, and joining formalities. Conduct structured induction covering hospital protocols, patient safety, duty expectations, attendance norms, and regulatory compliances.

Shift, Roster & Attendance Governance Prepare and manage duty rosters, shift rotations, relievers, overtime planning, and emergency staffing. Ensure equitable and transparent shift allocation to reduce unrest and grievances. Monitor daily attendance, absenteeism, late marking, early exits, and ensure timely monthly attendance closure.

Coordinate with Departments to ensure adequate staffing per shift based on patient load and operational needs. Implement work-hour discipline and enforce duty compliance as per hospital standards. Payroll Inputs, Variance Checks & FnF Support Validate monthly attendance, overtime, night shift allowances, leave balances, and submit accurate payroll inputs to Head Office.

Reconcile attendance and resolve mismatches with department heads. Handle resignations, conduct exit interviews, process clearances, and ensure timely full-and-final settlements. Employee Relations, Grievances & Retention Act as the first point of contact for employee issues related to shifts, workload, supervisors, behavior, or workplace conditions.

Address grievances promptly, professionally, and impartially; escalate critical issues appropriately. Conduct regular floor rounds to identify early signs of unrest or dissatisfaction. Implement retention practices specifically for high-turnover roles (e.g., nursing & support staff). Statutory Compliance & Hospital Regulatory Requirements Ensure compliance with:

• ESIC / PF registration and benefits, Shops & Establishment Act / Clinical Establishment Act, Labour codes, Hospital-specific staff certifications & renewals. Maintain statutory registers, inspection records, license renewals, and HR-related compliance documentation. Support audits (internal, external, medical, statutory) with organized and updated HR and facility documentation. Training, Capability Building & Skills Data Management Identify department-wise training needs through feedback, skill gaps, error reports, and supervisor inputs. Coordinate technical, clinical, behavioral, safety, and soft-skill training programs. Maintain a training database capturing attendance, completion, competencies, renewal dates, and certification requirements. Promote continuous learning culture among hospital staff. Employee Engagement, Welfare, Well-being & Hospitality Support Manage end to end employee engagement activities to enhance workplace culture and employee satisfaction. Manage hostel/quarters allocation, accommodation conditions, housekeeping oversight, cafeteria coordination, and staff amenities. Monitor hygiene, safety, and facility upkeep to ensure workforce well-being. Coordinate employee health checkups, insurance processing, and welfare schemes. Communication, Discipline & Policy Awareness Conduct periodic communication meets to reinforce HR policies, shift rules, leave norms, behaviour expectations, and safety guidelines. Update employees on duty changes, compliance requirements, and hospital protocols. Conduct counselling sessions and manage disciplinary actions in a fair and consistent manner. HR Documentation, MIS & Reporting Maintain updated staff files, certifications, contracts, licences, and credentials for regulated roles. Provide periodic reports on attrition, staffing levels, shift stability, grievances, onboarding, training, and compliance. Maintain confidentiality of all employee and hospital data.

Requirements

Qualifications & Experience Bachelor’s degree in HR, Business Administration, Hospital Administration, or related field (Postgraduate/ Law qualified preferred). 6-8 years of experience in HR, IR, or staff administration roles preferably in hospital, healthcare, institutional, or high‑volume shift-based environments. Strong knowledge of leave & attendance systems, shift operations, statutory compliance (PF, ESIC, labor laws), and HRMS platforms.

Experience dealing with high-turnover departments, multi-shift rosters, and workforce grievances. Key Skills & Competencies Excellent communication, empathy, and negotiation skills, especially for dealing with medical & nursing staff. Strong conflict-resolution capability and ability to manage shift-related grievances.

High integrity, fairness, and ability to maintain calm during workforce disputes. Structured approach to documentation, attendance monitoring, compliance, and audit handling. Strong coordination abilities across HR, nursing heads, operations, admin, and external agencies. Analytical thinking for staffing, attrition analysis, and workforce planning.