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Open nowPosted 203 days ago

Head - HR

Dr. B. Lal Clinical Laboratory6 open roles

Where
Jaipur
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Your applicationOpen nowHead - HRDr. B. Lal Clinical Laboratory · Jaipur

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The clock on this job

Early applications get read.

12.3% of postings close within 7 days. Measured by our own scanner across the market. Dr. B. Lal Clinical Laboratory postings stay open a median of 2 days.

Share of postings closed within
  1. 2.1%1 day
  2. 4.5%3 days
  3. 12.3%7 days
  4. 19.3%14 days
  5. 35.6%30 days
  6. 58.1%60 days
This job: posted 203 days ago

Dr. B. Lal Clinical Laboratory median: 2 days open

The posting

Join Our Award-Winning Team at Dr. B. Lal Clinical Laboratory Pvt. Ltd !

We are delighted to share that Dr. B. Lal Clinical Laboratory Pvt. Ltd. has been recognized among Indias Top 100 Great Mid-Size Workplaces 2025 a proud moment in our journey of excellence. Watch the proud moment here: Award Ceremony

As we continue to scale new heights in diagnostic healthcare, we invite passionate professionals to join our team.

Role Clarity : HR Head

Department: People Success

Reporting To: Management / Directors

Location: Corporate Office, Jaipur

Role Definition

The Head Human Resources is responsible for driving business performance through people by ensuring effective talent acquisition, performance management, capability building, governance, and culture execution across the organization.

This role integrates all HR verticals to ensure that people, performance, and culture are aligned with business growth and operational excellence.

Key Deliverables

  • Talent Readiness & Quality Hiring
  • Performance Management & People Score Improvement
  • HR Operations Excellence & Compliance Governance
  • Capability Building & Learning Impact
  • Employee Engagement & Culture
  • Succession Planning & Leadership Pipeline
  • HR Analytics, MIS & Strategic Decision Support
  • HR Cost Control & Workforce Efficiency

Key Responsibilities

Talent Acquisition & Workforce Planning

  • Define annual and quarterly manpower plan aligned with business growth (zone, function, channel-wise)
  • Review sanctioned vs actual manpower and identify hiring gaps proactively
  • Drive prioritization of critical roles (Pathologists, Sales, Lab Ops, Quality roles)
  • Ensure role clarity, JD standardization, and competency alignment before hiring. Conduct weekly hiring review with TA team and HRBPs (pipeline, closures, delays)
  • Monitor sourcing mix (job portals, referrals, institutes, mapping) and optimize channels.
  • Ensure strong candidate experience and employer branding at all touchpoints
  • Track and improve key metrics: Time to fill; Quality of hire; Cost per hire, etc.
  • Build future talent pipeline through Campus programs (Udaan) and Internships and institute tie-ups.
  • Review early exit (0-180 days) cases and drive corrective hiring actions

Performance Management & People Score

  • Design and govern performance management framework (goal setting, mid-review, final review)
  • Ensure clarity of KPIs/KRAs across all roles and alignment with business targets.
  • Drive quarterly People Score review (attrition, vacancy, engagement, learning)
  • Ensure differentiation - Identify high performers and create growth plans and Identify bottom performers and initiate PIP/exit actions
  • Monitor completion and quality of performance reviews across organization
  • Ensure linkage of performance with Rewards & recognition; Variable pay and Career progression
  • Track performance improvement trends and take corrective actions.

HR Business Partnering & Manager Effectiveness

  • Define a clear HRBP charter aligned with business units and zones.
  • Conduct weekly/monthly reviews with HRBPs on Hiring; Attrition; Engagement and Performance issues
  • Enable managers to conduct effective team reviews; give structured feedback and Handle performance issues
  • Strengthen grievance handling mechanism - Timely resolution; Documentation and Escalation management
  • Conduct skip-level interactions to capture ground-level insights.
  • Drive accountability of managers on Team performance; Retention and Culture adherence
  • Identify and coach low-performing managers

HR Operations & Compliance Governance

  • Ensure complete adherence to statutory compliance (PF, ESIC, Bonus, Gratuity, etc.)
  • Oversee payroll processing - Validate inputs and ensure zero error salary disbursement
  • Ensure 100% accuracy and completeness of employee documentation
  • Monitor HRMS (Keka) data integrity - Employee master; Reporting structure and Cost center mapping
  • Review audit readiness (internal and external audits)
  • Conduct quarterly HR audits and ensure closure of NCs
  • Monitor HR cost vs budget - Identify deviations and take corrective actions
  • Ensure effective functioning of WeCare Helpdesk: SLA adherence; Query closure quality and Root cause analysis of repeat issues
  • Drive SOP governance and standardization across all HR processes

Learning & Capability Building (DBCL GURUKUL)

  • Define annual learning strategy aligned with business and capability gaps
  • Ensure execution of Aarambh (Onboarding journey); Utkarsh (Functional capability); Udaan (Future talent); Saarthi (Manager development) and LEAD (Succession pipeline)
  • Approve learning calendar and ensure adherence
  • Monitor learning dashboards - Participation; Completion; Feedback and Learning Impact Score
  • Ensure strong SME ecosystem for internal training delivery
  • Conduct periodic learning audits to validate on-ground application
  • Link learning outcomes with Performance improvement and Promotion readiness
  • Review training effectiveness and redesign programs if required

Employee Engagement & Culture

  • Define annual engagement strategy aligned with culture goals
  • Ensure execution of monthly engagement calendar
  • Review Pulse Survey results and drive action planning
  • Ensure high participation in engagement initiatives
  • Drive recognition programs - Monthly; Quarterly and Annual
  • Strengthen communication channels - Newsletters; HR Connect and Leadership communication
  • Ensure alignment of leadership behavior with ONE CARE values
  • Define and implement culture consequences - Positive (recognition, growth) and Negative (corrective action, escalation)
  • Conduct culture audits and track improvement

Succession Planning & Leadership Pipeline

  • Conduct quarterly talent review with leadership
  • Identify HiPo employees across functions and zones
  • Create individual development plans (IDPs) for HiPos
  • Track leadership pipeline (ready now, ready soon, ready later)
  • Ensure execution of LEAD program with clear outcomes
  • Drive internal mobility and cross-functional exposure
  • Monitor internal vs external hiring ratio for leadership roles
  • Document and track promotion readiness and success stories

HR Analytics, MIS & Strategic Insights

  • Define HR dashboard structure for leadership reviews
  • Ensure timely publishing of Weekly HR MIS and Monthly HR dashboards
  • Analyze trends in Attrition; Hiring; Engagement; Learning and Cost
  • Present insights with clear action plans to leadership
  • Drive data-based decision making across business
  • Ensure accuracy and consistency of all HR data
  • Support strategy reviews with HR insights and projections

Success Metrics:

  • Talent & Hiring:Average Time-to-fill 11 days Quality of hire 90% Early exit 5%
  • Performance & People ScoreAchievement of People Score targets (zone/function wise) Reduction in bottom performers Improvement in retention and engagement
  • Operations & ComplianceZero payroll error 100% audit and compliance readiness HR cost within approved budget
  • Learning & Capability90% learning completion 85% program impact score Internal promotions and leadership readiness
  • Engagement & CulturePulse Score 9.0 Participation 85% Engagement calendar execution 95%

Role Requirements:

  • Experience: 12-15 years of progressive experience in Human Resources, with at least 5-7 years in a leadership role managing multiple HR functions
  • Proven expertise in Talent Acquisition, Performance Management, HR Operations, and Employee Engagement within a fast-paced, growth-oriented organization
  • Strong understanding of HR analytics, workforce planning, and data-driven decision making to drive business outcomes
  • Hands-on experience in statutory compliance, payroll governance, HRMS (preferably Keka), and audit readiness
  • Demonstrated ability to build leadership pipelines, drive succession planning, and implement capability-building initiatives
  • Excellent stakeholder management and business partnering skills, with the ability to influence senior leadership and drive manager effectiveness
  • Strong process orientation, strategic thinking, and execution excellence, with a focus on culture building and organizational development
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