Job Purpose

• This role will serve as a strategic advisor to hospital leadership, driving key HR initiatives that support organizational growth and excellence. One will deep dive in manpower planning, budgeting, talent management, leadership development, and HR analytics.
• Be a strategic partner working together with the management and employees to facilitate positive employee experience throughout the journey at RFH.
• Be the people champion and institutionalize RFH Values and Behaviors and create performance driven culture
• Suggest best people strategies for engagement and retention of talent.

Accountabilities

1. Strategic HR partner to the business: Collaborate with department leaders to understand objectives, translate them into people strategies, and forecast talent needs.
2. Manpower Planning & Budgeting: Lead manpower forecasting and resource planning for existing units and new projects.
3. Talent management & succession planning: Identify critical roles, develop leadership pipelines, oversee performance management, and support succession planning. Identify high-potential employees and create structured leadership development programs
4. Performance Management: Design and implement performance management processes including orientation of managers and calibration
5. Culture and engagement: Lead initiatives to improve engagement, diversity, equity, and inclusion efforts, and promote a positive workplace culture.
6. HR analytics & reporting: Leverage data to monitor key KPIs (turnover, time-to-fill, engagement scores, etc.), and present insights to leadership.
7. HR operations collaboration: Partner with HR shared services and payroll to ensure accurate and timely HR transactions.
8. Compensation & benefits guidance: Advise on market positioning, salary reviews, incentive structures, and benefits alignment in partnership with Total Rewards.
9. Change management & organizational design: Support restructures, workforce optimization, and change readiness initiatives
10. Development & Learning: Identify TNI’s, competency gaps and implement plan to roll out various learning programs to bridge gaps.
11. Intervene and resolve matters pertaining to employee grievances and disciplinary issues in coordination with respective departments and legal counsel.
12. Any other responsibilities as assigned by the management from time to time
13. Use data to generate insights on workforce trends. Create dashboards and reports to support data-driven decision-making

Experience & Educational Requirements

Necessary: MBA/PGDM in Human Resources from Tier 1 Institutions (XLRI, IIMs, TISS, etc.

Desirable: HR certifications