Deputy Manager Human Resources

Kauvery Hospital; Chennai District; On-site; INR 900,000 - 1,400,000; Full time

Job summary

Kauvery Hospital is seeking a Deputy Manager Human Resources to lead HR operations across the employee lifecycle, partnering with clinical and non-clinical leaders to deliver effective people practices. The role will oversee talent acquisition, onboarding, performance management, engagement, employee relations, compliance, workforce planning, analytics and organizational development.

The incumbent will work with Unit HR Lead and department heads to build capability, drive HR processes and ensure

Qualifications

• Must have broad exposure to HR gamut including talent acquisition, employee lifecycle, performance management and statutory compliance.
• Ability to partner with business and clinical functions to deliver people practices.
• Experience in HR analytics, workforce planning and organizational development.

Responsibilities

• Partner with Department Heads to understand manpower requirements and create hiring plans.
• Manage end-to-end recruitment for clinical, nursing, paramedical, admin and support roles.
• Drive sourcing, screening, interviews, offers and joining; monitor hiring metrics.

Skills

HR Business Partnering

Talent Acquisition

Workforce Planning

Employee Lifecycle Management

Performance Management

Employee Engagement

Employee Relations

HR Operations

Payroll Coordination

HR Analytics

Organizational Development

Labour Laws

Job description

Role Purpose

We are looking for a dynamic and result-oriented HR professional to join our team as DeputyManager Human Resources. The role will provide comprehensive exposure to the entire HR gamut and employee lifecycle, with responsibility for partnering with business and clinical functions to deliver effective people practices.

The incumbent will work closely with the Unit HR Lead and department leadership and will be expected to develop strong capabilities across HR operations, talent acquisition, performance management, employee engagement, employee relations, statutory compliance, workforce planning, HR analytics and organizational development.

Key Responsibilities

Talent Acquisition & Workforce Planning

• Partner with Department Heads to understand manpower requirements and develop appropriate hiring plans.
• Manage end-to-end recruitment across clinical, nursing, paramedical, administrative and support functions.
• Drive sourcing, screening, interviews, offer management, salary negotiations and joining conversions.
• Monitor recruitment metrics including vacancy status, hiring TAT, offer-to-join ratio and source effectiveness.
• Support annual manpower budgeting and workforce optimization initiatives.

Onboarding & Employee Lifecycle Management

• Ensure seamless pre-joining, onboarding, induction and confirmation processes.
• Manage employee lifecycle activities including transfers, promotions, role changes, confirmations, increments and separations.
• Ensure employee records and HR systems are accurate and updated.
• Conduct periodic reviews of probation and confirmation cases.
• Drive structured exit interviews, clearance and separation processes.

HR Operations

• Ensure effective administration of attendance, leave, shift-related HR matters and employee documentation.
• Coordinate payroll inputs and ensure timely closure with high accuracy.
• Monitor HR operational dashboards and identify areas requiring corrective action.
• Ensure adherence to HR policies, SOPs and defined service timelines.
• Support HR audits and maintain appropriate documentation and records.

Performance & Talent Management

• Coordinate goal/KRA/Balanced Scorecard setting and periodic performance reviews.
• Support quarterly and annual performance appraisal processes.
• Partner with HoDs to improve the quality of performance objectives and measurable KPIs.
• Identify high performers, critical talent and employees requiring performance improvement.
• Support talent reviews, succession planning and Individual Development Plans.

Employee Engagement & Experience

• Design and execute employee engagement initiatives aligned with organizational priorities.
• Conduct employee connect sessions, floor visits, skip-level interactions and employee feedback initiatives.
• Track employee satisfaction and engagement indicators and recommend improvement actions.
• Drive recognition programs and employee communication initiatives.
• Promote a positive, inclusive and high-performance work culture.

Employee Relations & Grievance Management

• Act as a trusted HR point of contact for employees and managers.
• Handle employee grievances objectively, confidentially and within defined timelines.
• Support disciplinary processes, counselling, investigations and corrective actions.
• Partner with HoDs to proactively address workplace concerns and people-related challenges.
• Monitor absenteeism, attrition and employee-relations trends and initiate preventive interventions.

HR Analytics & Management Reporting

• Prepare and analyze HR dashboards covering headcount, vacancies, attrition, absenteeism, recruitment, productivity, engagement and other key HR metrics.
• Provide actionable people insights to the Unit HR Lead and management.
• Conduct attrition and workforce trend analysis and recommend corrective measures.
• Drive data-based decision-making across HR processes.
• Identify opportunities for HR process automation and digitization.

Statutory Compliance & HR Governance

• Support compliance with applicable labour laws, statutory requirements and organizational policies.
• Maintain HR documentation and records required for internal, statutory and accreditation audits.
• Coordinate with relevant stakeholders for timely statutory submissions and compliance requirements.
• Support hospital accreditation requirements relating to HR documentation and employee competency.
• Ensure confidentiality and appropriate governance of employee information.

HR Business Partnering

• Work closely with clinical, nursing, operations and support-function leaders on people priorities.
• Provide HR inputs for manpower, performance, retention, employee relations and organizational effectiveness.
• Understand operational challenges and translate them into appropriate HR interventions.
• Support organizational change and transformation initiatives.
• Act as a dependable second line to the Unit HR Lead and independently manage HR responsibilities when required.

Key Skills

Functional Skills

• HR Business Partnering
• Talent Acquisition & Workforce Planning
• Employee Lifecycle Management
• Performance Management / KRA / Balanced Scorecard
• Employee Engagement
• Employee Relations & Grievance Handling
• HR Operations & Payroll Coordination
• Talent Management & Succession Planning
• Statutory Compliance & Labour Laws
• HR Policies & SOPs
• Attrition & Retention Management
• HR Analytics & MIS
• Manpower Budgeting & Productivity Analysis
• HR Audit & Compliance
• Exit Management
• HRIS / HR Digitalization

Leadership & Behavioural Skills

• Strong stakeholder management
• People leadership and influencing skills
• High level of ownership and accountability
• Analytical and data-driven thinking
• Problem-solving and decision-making
• Excellent communication and interpersonal skills
• Conflict resolution and negotiation
• Ability to handle confidential and sensitive employee matters
• Ability to work in a fast-paced healthcare environment
• Strong potential to progress into a larger HR leadership role