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 India's 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 | Head of Human Resources
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 Score: Achievement of People Score targets (zone/function wise); Reduction in bottom performers; Improvement in retention and engagement
- Operations & Compliance: Zero payroll error; 100% audit and compliance readiness; HR cost within approved budget
- Learning & Capability: ≥90% learning completion; ≥85% program impact score; Internal promotions and leadership readiness
- Engagement & Culture: Pulse Score ≥ 9.0; Participation ≥ 85%; Engagement calendar execution ≥ 95%
Role Requirements:
- MBA/PGDM in HR; 12–15 years experience with 4–6 years in HR leadership roles
- Strong exposure to Talent Acquisition, HRBP, Performance Management, L&D, and Compliance
- Experience in multi-location/service industry (Healthcare/Diagnostics preferred)
- Strong skills in workforce planning, HR analytics, and business-linked HR execution
- High ownership, stakeholder management, and ability to drive performance & culture outcomes
Pay Scale: We offer a competitive salary package commensurate with experience, along with comprehensive benefits and opportunities for professional growth and developme
Join our team and experience a workplace where you'll be supported, encouraged, and empowered to be your best self, both professionally and personally, as part of our ONE CARE culture.
OrganizationProfile:
Dr. B. Lal Clinical Laboratory, established in 1991, has been at the forefront of providing exemplary Pathological and Diagnostic solutions. With a commitment to incorporating the finest infrastructural and technological advancements in the global health sector, we have become a distinguished preference over the past 35+ years. Our relentless passion for delivering top-quality services, coupled with the unwavering trust of doctors and patients, has positioned us as a leader in reputed pathology lab networks.
We take immense pride in being recognized as one of the Top 25 Best Workplaces in Pharmaceuticals, Healthcare, and Biotech India 2025 and achieving Great Place to Work certification for three consecutive years. This recognition reflects our commitment to fostering a positive work culture, employee well-being, and organizational excellence.
Dr. B Lal Clinical Laboratory Pvt. Ltd. stands out as the only Pathology Lab Network with a remarkable presence of 160+ collection centers across Rajasthan. Our highly sophisticated Central Processing Laboratory, equipped with state-of-the-art technology, is complemented by 13+ regional laboratories strategically located in Kotputli, Bhilwara, Ajmer, Alwar, Sriganganagar, Jodhpur, Ahmedabad, Kota, Bharatpur, and Sikar. This expansive network enables us to provide prompt and efficient diagnostic services to our valued customers.
Currently, we offer an extensive range of over 1500+ tests across various disciplines, including:
✔ Clinical Pathology & Biochemistry
✔ Haematology
✔ Microbiology & Serology
✔ Histopathology
✔ Radiology
✔ Molecular Biology
For over 35+ years, these values have guided us to always put our patients first, earning us immense trust and satisfaction from our customers.
As we move forward, Dr. B. Lal Clinical Laboratory remains committed to pushing the boundaries of innovation, enhancing our services, and setting new benchmarks in pathology and healthcare. With advanced technology, a dedicated team, and a patient-centric approach, we continue to build a healthier and better future for all.
