Human Resources (Western India)

Job description

**MAX OVERVIEW:** Max Healthcare Institute Limited (MHIL) is one of India's largest and most valued private hospital chains, with 22+ healthcare facilities spread across key metros and cities Pan India. With a workforce of 35,000+ professionals — including 5,000+ clinicians and 12,000+ nurses and paramedics — MHIL delivers high-quality, advanced healthcare services nationwide. The organization also operates Max@Home, a leading healthcare-at-home service available across multiple cities, and Max Lab, offering 2,700+ diagnostic tests across 50+ cities Pan India. **ROLE OVERVIEW:** The incumbent will serve as a strategic HR partner to the Unit Leadership and Head of Departments (HODs), driving the end-to-end human resource strategy, clinical workforce planning, and operational excellence. This role requires deep expertise in healthcare manpower modeling (including nursing and doctors), budgeting, analytical dashboards, and structured governance to foster a high-performance culture. **ROLES AND RESPONSIBILITIES:** 1) Advanced Manpower Planning & Commercial Acumen - Clinical Manpower Modeling: Design and execute strategic workforce planning and capacity mapping, with specialized expertise in nursing manpower ratios and scaling. - Expansion Readiness: Lead the manpower budgeting and headcount forecasting for new facility launches or unit expansions (e.g., determining precise staffing matrix requirements for new ICU setups, operation theaters, or wards). - HR Cost Management: Demonstrate a strong understanding of how Unit P&L budgets are created; analyze the interplay between revenue growth and manpower costing to ensure optimal financial health. - Financial Controls: Closely monitor HR Cost vs. Budget allocation, identifying variances and driving course corrections to maintain fiscal discipline. 2) Rigorous Governance & Operational Cadence - Routine HR Governance: Drive a structured, multi-tier review mechanism to keep the unit aligned - Data Analytics & Reporting: Build, maintain, and present robust MIS Dashboards tracking critical HR metrics, including deep-dive attrition analysis (by department, tenure, and role) and proactive retention trends. 3) Doctor Recruitment, Engagement & Productivity - Clinical Talent: Actively engage, source, and hire highly specialized revenue generation doctors and alignment with the unit’s clinical talent strategy - Doctor Engagement: Drive dedicated doctor engagement initiatives to build strong relationships, integrate Doctors seamlessly into the unit's culture, and address doctor-specific workplace needs. 4) HR Operations, L&D & Employee Experience - Core HR & Payroll Systems: Oversee the flawless execution of core HR operations, maintaining a strong working knowledge of payroll processes, benefits administration, and compensation structures. - Quality & Audit Compliance: Ensure 100% compliance with NABH, JCI, and internal quality audit standards regarding staffing credentials, mandatory education, and file maintenance. - Performance Management (PMS): Lead the annual performance cycle, ensuring objective goal-setting, mid-year reviews, final appraisals, and robust performance improvement plans for the unit. Training & Capability Building: Define and implement a comprehensive unit-level L&D strategy, ensuring continuous quality improvement, clinical compliance training (NABH/JCI protocols), and leadership pipeline development. - Comprehensive Engagement: Design and execute high-impact employee engagement initiatives and Rewards & Recognition (R&R) programs across all segments, including nursing, allied health, and contractual staff. 5) Team Leadership & People Development - People Management: Directly manage the Unit HR team, fostering a collaborative, high-performance environment. - Goal Alignment: Establish clear, measurable goal-setting frameworks for the HR team to ensure accountability and alignment with unit objectives. - Growth & Capability Building: Actively work toward the development, upskilling, and long-term career growth of your team members. **EXPEREINCE & EDUCATION** - 12+ years of core HR experience, with a significant duration spent in a healthcare/hospital setup. Proven experience handling nursing manpower planning and doctor hiring is highly critical. - Preferred MBA in HR/Post Graduate Diploma in Human Resources, or an equivalent degree from a recognized institution.