Unit Head - HR, Indore

Medanta; Indore District; On-site; INR 3,000,000 - 6,000,000; Full time

Job summary

Medanta in Indore seeks an experienced Unit Head - HR to partner with hospital leadership on people strategy, organizational effectiveness, and employee engagement. You will drive talent acquisition, OD, compensation, and compliance across the unit, ensuring a high-performance culture.

The role requires an MBA in HR with 12–15 years in healthcare HR, with strong leadership and stakeholder management skills to guide HR operations and accreditation readiness.

Qualifications

• MBA/PG in HR with 12–15 years in healthcare HR.
• Proven ability to lead people strategy and change in a multi-specialty hospital.
• Strong knowledge of compliance, governance, and accreditation processes.
• Experience in talent management, OD, and employee engagement.

Responsibilities

• Develop and drive the HR strategy aligned with hospital goals.
• Plan manpower and design organization structure across units.
• Lead end-to-end recruitment and leadership hiring.
• Oversee learning, development, and capability-building programs.
• Manage performance, succession planning, and retention strategies.
• Oversee payroll, compensation, and HR operations with accuracy.
• Ensure compliance with labour laws and accreditation standards.
• Enhance employee experience and engagement across the hospital.
• Lead HR systems implementations and process improvements.
• Engage with senior leadership and stakeholders to support transformation.

Skills

Strategic HR

Leadership

Stakeholder management

Organizational design

Talent management

HR operations

Education

MBA in HR or related field

Tools

SAP HR

HRIS/HRMS

Job description

Location: Indore

Reporting to: Hospital Director (Unit) & Group Head HR (Corporate)

Job Purpose: The Unit Head - HR will serve as the strategic HR business partner for the hospital unit and will be responsible for driving people strategy, organizational effectiveness, employee engagement, talent management, and HR operations in alignment with the organization's vision, values, and business objectives. The incumbent will play a pivotal role in creating a high-performance culture by fostering employee engagement, strengthening leadership capability, ensuring regulatory compliance, and implementing best-in-class human resource practices across the organization.

Key Responsibilities

1. HR Strategy and Governance

• Develop and implement the overall people strategy in alignment with organizational goals and growth plans.
• Establish and continuously enhance HR policies, frameworks, processes, and systems across the employee life cycle.
• Drive organizational effectiveness and cultivate a culture of excellence, collaboration, accountability, innovation, and continuous improvement.
• Provide strategic guidance to business leaders on people-related matters, workforce planning, and organizational development initiatives.

2. Manpower Planning and Organization Design

• Develop comprehensive manpower plans based on hospital capacity, bed strength, occupancy levels, productivity benchmarks, staff-to-patient ratios, and business requirements.
• Design and maintain efficient organizational structures, reporting relationships, and grading frameworks across departments and functions.
• Ensure optimum workforce utilization while maintaining quality-of-care standards.

3. Talent Acquisition and Workforce Planning

• Lead end-to-end recruitment and selection activities across clinical, nursing, operational, and corporate functions.
• Define recruitment strategies and turnaround time (TAT) metrics for all positions.
• Closely monitor critical and leadership hiring requirements and build robust talent pipelines for key positions.
• Strengthen assessment methodologies, interview processes, and evaluation frameworks to improve hiring quality and candidate experience.
• Ensure timely reporting and maintenance of recruitment dashboards, analytics, and management information systems (MIS).

4. Learning, Development, and Capability Building

• Develop and implement induction, onboarding, orientation, and mandatory training programs for employees.
• Ensure compliance with training requirements related to fire safety, radiation safety, infection control, occupational health, and other statutory requirements.
• Partner with department heads to identify technical, functional, behavioral, and leadership development needs.
• Drive learning initiatives through digital learning platforms and learning management systems (LMS).
• Promote continuous learning and capability development across the organization.

5. Performance and Talent Management

• Lead the performance management process, including goal setting, performance reviews, normalization, feedback mechanisms, and annual appraisal cycles.
• Work closely with business leaders to identify high-potential employees and critical talent.
• Develop succession planning frameworks and leadership development initiatives.
• Design and implement strategies aimed at strengthening employee retention and enhancing organizational capability.

6. Compensation, Benefits, and HR Operations

• Ensure effective administration of payroll, compensation and benefits, transfers, promotions, market corrections, incentives, separations, and full-and-final settlements.
• Drive the effective utilization of HR technology platforms, including HRMS and SAP systems.
• Conduct compensation benchmarking exercises and support annual compensation review processes.
• Ensure the highest standards of accuracy, efficiency, and compliance across all HR operations.

7. Compliance and Employee Relations

• Ensure compliance with all applicable labour laws, statutory regulations, and employment-related guidelines.
• Liaise with regulatory and statutory authorities, including labour departments, provident fund authorities, ESI authorities, insurance providers, banks, and other government agencies.
• Oversee disciplinary processes, grievance management, domestic inquiries, and conflict resolution initiatives.
• Lead industrial relations activities and maintain harmonious relationships with employees and external stakeholders.
• Conduct regular audits to strengthen governance, risk management, and compliance.

8. Employee Experience and Engagement

• Develop and implement employee engagement strategies to enhance employee satisfaction, retention, and productivity.
• Promote an inclusive, collaborative, and high-performing work environment.
• Drive initiatives related to employee well-being, recognition, diversity, inclusion, and organizational culture.

9. Accreditation and Quality Initiatives

• Lead all people-related initiatives associated with NABH, JCI, and other accreditation standards.
• Ensure adherence to all human resources policies, processes, and documentation requirements mandated by accreditation bodies.
• Support continuous quality improvement initiatives across the organization.

10. Leadership and Stakeholder Management

• Act as a trusted advisor to the Hospital Director and the corporate HR leadership team.
• Mentor, coach, and guide HR managers and team members to strengthen organizational capability.
• Partner closely with department heads to support organizational transformation initiatives and business priorities.
• Lead the implementation of HR systems and process improvement initiatives across the hospital.

Education and Experience

• MBA or Postgraduate qualification in Human Resources or a related discipline.
• Minimum 12–15 years of progressive HR experience within healthcare.
• Strong understanding of talent management, organizational development, and HR operations.
• Experience in managing large and diverse workforces in a multi-specialty hospital environment will be given preference.

Competencies

• Strategic thinking and business acumen
• Leadership and team management
• Stakeholder management and influencing skills
• Decision-making and problem-solving capabilities
• Conflict resolution and negotiation skills
• Strong analytical and communication skills
• High degree of integrity, confidentiality, and professional ethics