We are looking for a candidate with 15 to 20 years of exp in Service Industry (Hospital,Courier,Educational, Banking and Financial Sector) for one of the renowned hospitals in Hyderabad.

Candidate should be people-centric, meet the HOD personally and regularly and support them in terms of handling their staff issues .

He should be brought in cultural change in the organization

Note- We are looking for candidates from Service Industry and willing to relocate to South along with their family

- Strategic Roles

- Establish & implement right & relevant HRM practices (recruitment & selection; comp & ben; PMS; employee involvement; training; development) to significantly impact retention, productivity; to significantly impact Organization's operational & financial performance, image

- Develop and roll-out HRM programmes aimed at improving job satisfaction, organizational commitment and moral significantly impacting hospital's level of service, quality, and innovation

Operational roles :

- Understand the business processes & criticalities; observe, enquire, work with and learn from functionaries of different departments

- Staffing & Recruitment; (manpower planning; hiring; ensure that right number & right kind of people are available to deliver a defined level of output or services now and in future); plan for headcount (current & emerging), "bench", leave cover;

- Complete recruitment after getting approvals; work with business to constantly improve TAT for hiring

JDs & KPIs;

- Develop a structure for organizing employees to consistently

- Deliver Organization's strategy

Policies :

- Induction; (welcoming, indoctrination, and socialization of new employee to the organization; training for the role)

- Training; (systematically develop expertise for improving employees' performance; define, document & update periodic training needed by employees); when perceived as support received from employer, training can improve employee relations, their commitment, performance and future development; training to be done from this strategic perspective; in addition, plan and roll-out tactical training focused on individuals designed to address specific training gaps

Job Description :

- Performance Appraisal & Performance Management; (systematic, periodic, impartial; employee's excellence in his present job; potential for a better job; performance on job compared to a set of standards; provide valuable feedback to employees on performance and assist managers in making decisions regarding employees); insulate PMS from subjective styles of managers; ensure employees are fully aware of their KRAs

- Benefits; (insurance; retiral benefits; wellness programmes; childcare programmes etc);

- HR Ops; payroll; grievances; transfers; exits; compliances with laws of land pertaining to people (employee records; PF; ESI; periodic returns; audits etc); ensure that rules for administration of attendance, leave, payroll and such "hygiene" issues are tactfully implemented to avoid complaints especially from critical employees in critical roles; demonstrate a sense of urgency by aligning HR action with business priorities

Career Planning & Employee Development; (identity what employees want; evaluate and design appropriate career paths for them; mentoring; coaching) this improves employee involvement and retention

Job Satisfaction;

- focus as much on 'motivators' that promote job satisfaction as on 'hygiene factors' that can cause dissatisfaction; engage with employees to understand and address other factors that may affect job satisfaction (family; supervisor; team cohesion; autonomy; perceived discrimination etc)

Change Management; change of organization's culture; plan, coordinate and roll out programmes (beyond listed above) to correct gaps impeding performance orientation

- Staffing of HR Function; (plan for right numbers; train them for achieving outcomes; prepare budgets, get sanctions, report usage;

- Pro-active on priorities; institute (manual or preferably automated) mechanisms for streaming data indicating current or potential people-related problems; institute periodic formal meetings with heads of department & heads of Unit to share & validate data, prioritize people-related problems, plan, discuss & roll-out needed HR interventions

- E-SAT surveys; (design and administer surveys; analyze results; pick top 2-or-3 problem areas for focused action every year; ensure that not only are actions taken but they are seen as taken through sustainable outcomes achieved)

- Independent HR Audit; commission audit of HR function by an independent agency;understand feedback and roll-out needed preventive and corrective actions

Tactical roles :

- Ensure that every employee gets the feeling of belonging, contributing to a larger good

- Introduce "visual management" to acknowledge work done against targets or norms and (as needed) reward employees' contribution to Organizational objectives

- Keep a tab on indications on the formation of pressure groups or unions; address issues pro-actively and preempt these groups becoming very influential or "going out of control.

- Candidate should be Mech in Engineering; preferably HR or Operations in MBA; additional education in Law would be an advantage

- Should have been involved in developing a blueprint for the transformation of a large headcount, multi-location Organization; should have built a consensus on prioritizing people initiatives; should have demonstrated the impact of change through at least 1 project every year

- Should have been identified areas for improvement; building a consensus on priorities; should have cross-functional teams drawn from multiple departments; should have demonstrated the impact of change

- Should have trained heads of department to champion processes of defining and documenting JDs & KPIs for various roles in their department; should have developed a PMS around these KPIs; should have developed training & development programmes to achieve targeted Organizational goals

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