Unit Head - Human Resources (Generalist)

Leader Makerin

Ahmedabad District

On-site

INR 800,000 - 1,000,000

Full time

10 days ago

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Job summary

Leader Makerin in Ahmedabad invites an HR Generalist to independently manage the complete HR lifecycle for a 48-bedded cancer specialty hospital unit, from manpower budgeting to onboarding, payroll, ER, L&D, and F&F settlements, coordinating with unit leadership and zonal HR teams to ensure compliance and a positive employee experience.

The role requires MBA/PGDM in HR, 4–10 years of hospital HR experience, strong knowledge of labour laws, HRIS/payroll familiarity, and excellent

Qualifications

MBA/MSW/PGDM in HRM or equivalent.
4–10 years of HR generalist experience, preferably in healthcare.
Knowledge of hospital manpower structures (clinical, nursing, paramedical, support).
Hands-on HRIS/payroll experience; MS Excel MIS reporting.
Strong stakeholder management and communication skills.

Responsibilities

Manpower budgeting and staffing for the hospital unit.
End-to-end recruitment, onboarding, and induction.
Payroll processing support and statutory deductions.
Ensure statutory compliance and accreditation readiness (POSH, Labour laws).
Drive PMS cycles, performance management, and related actions.
Manage exits, F&F settlements, and record maintenance.
HR operations, MIS dashboards, and employee relations.

Skills

HR generalist

HRIS/payroll

MS Excel

Stakeholder management

Communication

Education

MBA/MSW/PGDM in HRM

Tools

HRIS/Payroll

Job description

Position: Unit Head Human Resources

Grade: Assistant Manager / Deputy Manager

CTC: 8 to 10 LPA

Profile: HR Generalist

Joining: Immediate joiners preferred

Position Title HR Generalist

Reporting To: Facility Director and Functionally Zonal Head - HR

Location: Ahmedabad

Grade / Level: Assistant Manager HR or Deputy Manager HR

Employment Type: Full-Time

Position Summary

The HR Generalist will independently manage the complete HR lifecycle for the 48-bedded Cancer Speciality Hospital unit from manpower budgeting and planning to onboarding, TA, payroll, employee relations, learning & development, and exit / full & final (F&F) settlement. The role requires close coordination with unit leadership, clinical heads, nursing administration, and the central/zonal HR & Payroll teams to ensure statutory compliance, smooth workforce operations, and a positive employee experience in a super-speciality clinical environment.

Role & responsibilities

1. Manpower Planning & Budgeting

Prepare and monitor the annual manpower budget for the unit in line with occupancy, bed strength, and department-wise staffing norms (nursing, paramedical, admin, support services).
Track actual headcount and cost against budget on a monthly basis; report variances to unit and zonal HR leadership.
Support cost-centre wise manpower planning for new services, bed additions, or accreditation-driven staffing requirements.
Provide inputs for CTC structuring and manpower cost projections during budget cycles.

2. Talent Acquisition, Onboarding & Induction

Drive end-to-end recruitment for nursing, paramedical, administrative, and support staff as per approved

manpower plan.

Coordinate with clinical/department heads on manpower requisitions, interviews, and selection.
Liaise with nursing/paramedical colleges and recruitment channels to build a candidate pipeline.
Ensure timely documentation, offer issuance, and background verification for new joiners.
Design and conduct structured induction programs covering hospital policies, code of conduct, safety,

infection control, and department orientation for all new hires.

Coordinate cross-functional induction schedules with clinical, quality, and support departments; ensure new

joiners complete mandatory induction modules within defined timelines.

Collect induction feedback and continuously improve the onboarding experience.

3. Payroll & Compensation Support

Collate and validate monthly attendance, leave, overtime, and roster inputs for accurate payroll processing.
Coordinate with the central payroll team for salary processing, statutory deductions (PF, ESIC, PT, TDS)

and payslip issuance.

Resolve employee payroll queries and discrepancies within defined TAT.
Support annual increment, bonus, and incentive processing cycles.

4. Statutory & Regulatory Compliance

Ensure unit-level compliance with applicable labour laws (Standing Orders, ID Act, Maternity Benefit Act,

POSH Act, CLRA, Shops & Establishment Act, New Labour Codes).

Maintain statutory registers, licenses, and renewals; coordinate inspections/audits.

Ensure HR documentation readiness for NABH/JCI accreditation and other regulatory audits.
Act as unit coordinator for the POSH Internal Committee and grievance redressal mechanisms.

5. Employee Relations & Engagement

Serve as the first point of contact for employee grievances; ensure timely resolution and escalation where required.
Conduct regular unit huddles/floor walks with nursing and clinical teams to identify and address people issues proactively.
Support disciplinary processes show-cause notices, domestic enquiries, PIP management in coordination with zonal HR.
Drive employee engagement initiatives, recognition programs, and internal communication.

6. Learning & Development (L&D)

Identify unit-level training needs (clinical induction, soft skills, compliance, fire & safety, BLS, infection

control) in coordination with quality/nursing teams.

Plan, schedule, and coordinate training calendars; maintain training records and effectiveness tracking.
Support onboarding induction programs and mandatory statutory/accreditation-linked trainings.
Facilitate internship/apprenticeship programs for nursing and pharmacy students to build talent pipeline.

7. Performance Management System (PMS)

Drive the end-to-end PMS cycle for the unit goal-setting/KRA finalisation, mid-year review, and annual appraisal in line with organisational timelines.
Coordinate probation confirmations and periodic review discussions with department/functional heads.
Ensure appraisal ratings, feedback, and increment/promotion recommendations are captured accurately in the HRIS.
Track PIP (Performance Improvement Plan) cases end-to-end and ensure timely closure with proper documentation.
Support department heads in performance-linked interventions, calibration discussions, and manpower rationalisation.
Drive employee awareness and adoption of the PMS process through communication and handholding sessions.

8. Separation, Exit & Full and Final (F&F) Settlement

Manage the complete exit process resignation acceptance, notice period tracking, knowledge transfer, and clearance coordination.
Conduct exit interviews and share attrition analysis/insights with unit and zonal HR leadership.
Coordinate F&F settlement with payroll/finance ensuring accuracy and closure within defined TAT.
Ensure timely issuance of relieving letters, experience certificates, and statutory dues (gratuity, PF transfer/withdrawal support).

9. HR Operations & MIS

Maintain accurate employee records and HRIS data new joiners, transfers, exits, and personal file documentation.
Prepare periodic HR dashboards/MIS on headcount, attrition, manpower cost, training, and grievance status for unit and zonal review.
Support outsourced/contract staff management including bill verification against occupancy-based deployment.

Key Interfaces

Internal: Unit Head/Facility Director, Medical Superintendent, Nursing Superintendent, Department Heads,

Zonal HR & Payroll teams, Finance

External: Nursing/paramedical colleges, recruitment consultants, statutory authorities, training vendors.

Preferred candidate profile:

MBA / MSW / PGDM in Human Resource Management or equivalent

4 to 10 years of progressive HR generalist experience, preferably in a hospital or healthcare delivery setup,

with prior experience at a similar band (AM/DM level)

Working knowledge of hospital manpower structures (clinical, nursing, paramedical, support services)

preferred

Demonstrated experience of independently running PMS cycles and induction/onboarding programs

Skills & Competencies

Sound knowledge of labour laws and statutory compliance applicable to healthcare establishments
Hands-on experience with HRIS/payroll systems and MS Excel-based MIS reporting
Strong stakeholder management skills to work with clinical and non‑clinical teams
High ownership, discretion, and ability to manage sensitive employee matters with confidentiality
Good communication, interpersonal, and problem‑solving skills

Key Result Areas (KRAs)