Clinical HR (Human Resources)

Job description

• Doctor recruitment • Source and recruit consultants, specialists, medical officers, and resident doctors. • Screen CVs and shortlist candidates according to specialty requirements. • Coordinate interviews with medical/clinical leadership. • Manage salary and offer negotiations. • Credentialing & verification • Verify medical degrees, specialization certificates, experience, and references. • Verify registration with the relevant medical council. • Maintain doctors' licenses, registrations, and certifications. • Manage credentialing and privileging documentation. • Doctor onboarding • Complete joining formalities and documentation. • Coordinate hospital induction and orientation. • Introduce doctors to hospital policies, clinical protocols, EMR systems, and reporting structures. • Doctor manpower planning • Identify doctor requirements by department and specialty. • Monitor vacancies and staffing gaps. • Coordinate deployment, duty schedules, and availability with department heads. • Doctor engagement & retention • Maintain regular communication with doctors. • Address concerns related to workload, compensation, facilities, and working conditions. • Conduct engagement activities and retention initiatives. • Conduct exit interviews and analyze reasons for attrition. • Performance management • Coordinate doctors' performance reviews. • Track KPIs such as patient volume, revenue, patient feedback, documentation, and clinical/departmental targets where applicable. • Support department heads in addressing performance issues. • Compliance & documentation • Ensure doctors comply with hospital policies and regulatory requirements. • Maintain accurate personnel and credentialing records. • Track expiry/renewal of licenses, registrations, and mandatory certifications. • Doctor compensation • Coordinate salary, professional fees, incentives, on-call payments, and other doctor-related compensation. • Support payroll and finance teams with accurate doctor attendance and payment data. • Grievance & conflict management • Handle doctor-related HR concerns and workplace conflicts. • Act as a liaison between doctors, department heads, administration, and management. • Support disciplinary processes when required. • Training & professional development • Identify training and development requirements. • Coordinate CME/CPD programs and mandatory clinical training. • Support doctors in professional development and career progression.