Vitality Healthcare
Website:
vitalityhealthcare.in
Job details:
Key Responsibilities - Talent Acquisition & Onboarding
- Manage end-to-end recruitment for super-specialty consultants, resident doctors, nursing staff, allied health professionals, and administrative teams.
- Develop pipelines for critical, hard-to-fill clinical roles to minimize operational downtime.
- Oversee a specialized credentialing and onboarding process, ensuring all medical licenses, degrees, and backgrounds are verified before day one.
- Employee Relations & Engagement
- Address unique healthcare workplace challenges, including burnout, high-stress environments, and 24/7 shift-rotation grievances.
- Implement retention strategies specifically tailored to high-turnover segments like nursing and paramedical staff.
- Act as a mediator in conflict resolution between different operational tiers (e.g., clinical vs. administrative teams).
- Operations, Payroll & Roster Management
- Partner with nursing and medical superintendents to ensure HR compliance regarding complex shift rosters, night shifts, and on-call allowances.
- Oversee time, attendance, and leave management systems tailored for continuous hospital operations.
- Coordinate with corporate/central payroll to ensure accurate, timely processing of local unit salaries and doctor payouts.
- Compliance, Audits & Quality Standards
- Ensure strict adherence to national and local labor laws, biomedical waste management staff protocols, and healthcare-specific regulations.
- Lead the HR documentation preparation for hospital accreditation audits (such as NABH or JCI), ensuring all training records, health checks, and immunizations for staff are perfectly maintained.
- Performance Management & Training
- Drive the annual appraisal process, balancing different Key Performance Indicators (KPIs) for clinical outcomes vs. administrative metrics.
- Coordinate mandatory healthcare training, including Basic Life Support (BLS), soft-skills training for front-desk staff, and patient-centric care protocols.
Key Performance Indicators (KPIs)
- Time-to-Fill for critical clinical vacancies.
- Attrition Rate (specifically tracking nursing and critical care segments).
- Audit Compliance Score for NABH/JCI HR chapters.
- Employee Engagement Index across the unit.
Candidate Profile & Qualifications
Criteria Requirements Education MBA or Post Graduate Degree in Human Resources / Personnel Management.
Experience 7 to 12 years of core HR experience, with
at least 3-5 years in a leadership role within a NABH-accredited hospital.
Core Skills Strong understanding of healthcare workforce dynamics, grievance handling, local labor laws, and hospital compliance framework.
Traits High emotional intelligence, ability to handle high-pressure environments, and exceptional interpersonal communication.
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