How to Craft a Job Description for Assistant HR Manager in a Large Hospital Setting?

I have recently joined as an Assistant HR Manager in a large hospital. I have noticed that there is no proper Job Description (JD) or Standard Operating Procedure (SOP) for the HR Department. Previously, the department operated as the Time Office, but now I have been tasked with establishing the HR Department.

Job Description for Assistant Manager HR

I would like to seek your guidance on what the Job Description should entail for an Assistant Manager HR in a charitable trust hospital and medical university that employs over 3,000 individuals.

Thank you for your assistance.

Sincerely, [Your Name]

Dear Mr. Chetan Gore, if you have been given the task of setting up the HR department, there is no need to rush to prepare the JD for the HR Department. Talk to your bosses and find out what they expect from the HR Department in general and from you in particular. After all, fulfilling the expectations of the management is important. Secondly, you can take feedback from the HODs on their expectations from the HR Department. Their support is also crucial.

The HR Department is all about records management. Therefore, revamping the record management process should be your priority.

By the way, there are better ways to write posts in this forum. Therefore, before you upload the post, you may check the grammar. Compared with MS Word, the grammar check of Google Docs is better. Use it to improve your posts.

General Comments: The originator of this post mentions that there are 3,000 employees in his hospital. However, all along, it functioned without a proper HR Department. This speaks volumes about the mindset of the business owners, their attitude toward the HR function, etc. If the hospital has been run without an HR department, then the chaos that it has created in the administration can be imagined. Going further, the newly appointed HR professional raises a post on the public forum even to know his Job Description (JD). The management has not appointed any consultant to guide him.

Our business owners are very vocal in public forums, lamenting how labor laws impede the growth of the business. Nevertheless, if businesses operate without implementers of labor laws, then it is unimaginable how the labor laws must have been disregarded!

Thanks,

Dinesh Divekar

Further to Dinesh Divekar's comments above, I'd like to provide some ideas for this JD for reference. I hope it helps.

Job Title: Hospital Assistant HR Manager

Summary: Assists in planning, implementing, coordinating, and assessing hospital accident, fire prevention, and occupational safety and health programs under the general direction of hospital officials by performing the following duties.

Duties:
- Assists HR in developing and recommending new procedures and approaches to safety and loss prevention based on reports of incidents, accidents, and other data gathered from hospital personnel.
- Assists in disseminating HR information to department heads and others regarding toxic substances, hazards, carcinogens, and other safety information.
- Assists department heads and administrators in enforcing safety regulations and codes.
- Assists in measuring and evaluating the effectiveness of the safety program, using established goals.
- Assists in conducting building and grounds surveys on a periodic and regular basis to detect code violations, hazards, and incorrect work practices and procedures.
- Assists in developing and reviewing safety training for hospital staff.
- Assists in maintaining HR administrative control of records related to safety and health programs.
- Assists HR Manager in preparing and disseminating memos and reports.
- Assists HR Manager in maintaining required records.

Thanks and regards,
John Chiang

Forgive my curiosity, but if there is no job description, on what basis were you hired? What questions were you asked in the interview? What skills and abilities were you expected to have to take this non-existent job? It beggars belief that a hospital with 3,000 people on staff has no HR department and no management capable of understanding what is required to run the people management side of the business. As I have pointed out on numerous occasions, this sort of nonsense is what bedevils recruitment and selection in India today. Some of the stories I read here on CiteHR about bizarre recruitment practices are truly mind-blowing.