SUNIL HIREMATH

**** ****** ****, *****, ** *****

Mobile: 928-***-****

E-mail: aczqtm@r.postjobfree.com

Summary:

Strategic thinker, acknowledged troubleshooter, effective change agent, values driven and engaged, hands-on leader, passionate senior level administrator in hospital setting, successful in leading start-ups and turning around underperforming operations to meet financial, quality and service goals. Demonstrated skill working with Boards, recruiting and working with ancillary staffs and the ability to recruit and build strong operations team’s. Improving quality standards. Proven track record for phenomenal growth instigation in the healthcare sector having remarkable performances throughout an achievement-filled profession. Commencing from high profile healthcare HR professional toward hospital quality and clinical governance specialist, successes have been attributed to an inherent capacity to respond quickly to challenges, identify issue. In addition to extensive HR and Medical management Knowledge, have strong communication, customer service, performance improvement and administrative skills. Strong orientation in operation management. Successful track record of delivering results, with wide ranging exposure to all Healthcare functions as Projects, Finance, Materials, Purchase, Human Resource and Facility management .

PROFESSIONAL EXPERIENCE

2015-Present: Global HRS Consultants (P) Ltd

Consultant Human Resource

Executive Leadership and Physician Engagement.

Strategic Planning and HR Operations functions.

Partnered with Corporate Hospitals in India and Middle East to build team with internal selection and external hires in order to expand revenue and serve customer needs.

Designed and developed comprehensive interview guides to improve candidate quality through testing both analytical and interpersonal attributes.

Created sourcing strategies and led internal and external search and calibration process for Clinical positions.

Built strong relationships with senior management, hiring managers and HR Business Partners to enable systematic decision making across the team.

Tracked and reported metrics, identifying trends and establishing recruiting goals to meet business needs.

Identification of New Business Generation opportunities in India and Abroad.

Handling. Finance, Marketing & Public Relations, Customer Relationship Management, Quality Control and Standardization of Processes.

Creation of a Knowledge Management Center, Statutory Compliance's, HR, Facility Management.

2014- 2015: Aditya Birla Memorial Hospital

Hospital Administrator

Manage the Day-to-Day Administration and discipline at workplace.

Responsible for Profit and loss of the hospital and for five health stores with Pharmacies in various locations across Pune.

Hiring Key positions in management and clinical domains.

Driving service quality thru service line management concept.

Improvising patient satisfaction by continuous monitoring of patient feedback.

Ensuring Optimum utilization of resources and minimizing cost.

Conducting specialty camps in the neighborhood.

Defining the Budgeting and MIS formats.

Responsible for Tie-Ups with TPA’s.

Negotiate with vendors as a part of Purchase Committee with regards to capital procurements.

Ensure compliance to organizational policies/ procedures pertaining to day to day functioning of the hospital.

Maintain updated documents with regards to JCI/ NABH Accreditation.

Marketing intelligence and business development.

Coordinate with various support teams in ensuring compliance to project delivery schedules and other SLA parameters.

Professional team development and retention of staff.

2013- 2014: Panacea Hospital

Chief Operating Officer and Group HR Head

Responsible for increasing revenue of the hospital by 100% in the first six months by putting operational processes in place for quality patient care.

Managing the HR functions of all the three hospitals Of Panacea.

Responsible for Tie-Ups with TPA’s.

Establishing the Management matrix and Hierarchy.

Hiring Key positions in management and clinical domains.

Defining Key Responsibility Areas and implementing Performance Management System.

Implementing workflows, SOPs towards establishing the system driven organization.

Driving service quality thru service line management concept.

Improvising patient satisfaction by continuous monitoring of patient feedback.

Ensuring Optimum utilization of resources and minimizing cost.

Management of acute ongoing financial crisis in the organization.

Establishing defined credit collection and monitoring system.

Defining and monitoring targeted revenue matrix by individuals, specialty & geography.

Part of IT task force to establish the HIS in the group hospitals.

Defining the Budgeting and MIS formats.

2012-2013: DaVita NephroLife

Vice President - Human Resource

Managed the HR function entailing talent acquisition, induction, compensation, performance appraisal, policies and procedures, payroll, statutory compliance along with general administration and personnel management.

Coordinated with Offices in Asia pacific region and United States for implementation of HR policies, compliance and training.

Drive the annual HR planning process including headcount budgeting, headcount allocation, HR planning and the staffing function for the organization.

Spearheaded end to end hiring and recruitment life cycle, source the best talent from the diverse sources.

Developed compensation plans, reward & recognition schemes, HR policies and communicating them across the organization at all times.

Handled the MIS functions & analyzing activities pertaining to HR functions, review data and trends.

Helped create a best place to work for.

Heading HR Function for 15 centers with approx. 300 employees in Asia Pacific region.

Leading a HR team including Managers, Assistant Managers & Executives

Leading extensive hiring’s for existing and new projects

Responsibilities include extensive and in-depth exposure of handling entire gamut of HR functions from recruitment to retirement

Maximizing the resources of people, facilities and finance, to supply cost effective HR/IR solutions.

Conducting Induction/compliance training for all staff across regions.

Developing and maintaining Policies and Processes to ensure good Employee Relations and compliance with the legal requirements.

Revamped the compensation framework to improve productivity.

Keeping track of the compensation benchmark in industry through formal and informal media.

Manage the recruitment process to meet quality, timelines and budgetary requirements.

Working with the IT team to develop an in-house HRIS.

Conducting the exit interviews for employees leaving the organization.

2010- 2011: BGS Global Hospital

General Manager- HR

Managed corporate and three spokes locations in Bangalore with HR team strength of 10 staff members.

Coordinated with the HR team in Chennai and Hyderabad for policy implementation and HR needs for smooth functioning of the hospitals.

Administer compensation, benefits and performance management systems, and safety and recreation programs.

Allocate human resources, ensuring appropriate matches between personnel.

Provide current and prospective employees with information about policies, job duties, working conditions, wages, and opportunities for promotion and employee benefits.

Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.

Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.

Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.

Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.

Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation and employee relations.

Analyze training needs to design employee development, language training and health and safety programs.

Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.

Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.

Conduct exit interviews to identify reasons for employee termination.

Develop, administer and evaluate applicant tests.

Oversee the evaluation, classification and rating of occupations and job positions.

Develop and/or administer special projects in areas such as pay equity, savings bond programs, day-care, and employee awards.

2005-2009: Renown Health, Reno, Nevada

Recruiter- Health Care

In collaboration with managers/ supervisor, assists with design, development and implementation of workforce planning initiatives; participates in special projects related to workforce planning.

Partnered with managers/supervisors to proactively develop staffing strategies.

Identifies issues affecting recruitment, analyzes data, measures outcomes and

Initiates recruitment activities to continuously improve process.

Maintain familiarity with all recruiting needs within region, incorporating new position vacancies into daily recruiting activities.

In collaboration with managers/supervisors, develops and implements specialized recruitment programs for those areas with urgent or hard-to-fill vacancies, including sourcing, local/national advertising, applicant screening, tracking and referrals.

Represent Renown Health to general public at employment related events such as job fairs and career days; promotes organization and health care careers as appropriate.

Design and produces general and specific recruitment materials such as informational packets, brochures, tabletop displays, slide shows, etc.

Maintain comprehensive knowledge of employment, compensation, benefit, pay administration and related organizational policies, practices and/or regulations; provides consultation on such to supervisors/managers as needed.

Conduct extensive sourcing; partners with supervisor to learn about job/department/fit; interviews, screens and conducts skill assessment and candidate evaluation; conducts reference checks of applicants as requested; make written evaluations and recommendations regarding applicants credentials, values, experience, ability to problem-solve, interpersonal and team-play skills and other qualifications which pertain to applicant's "fit" with organizational culture and specific job requirements, as appropriate.

2004-2005 Saturn Voyagers Incorporated, Long Island, NY

Business Development Manager / Senior Nurse Recruiter

2003-2004 Health Resource Solution, Jersey City, NJ

Business Development Manager / Senior Recruiter

1995-2003 Global Health Care Professionals, Minneapolis, MN

Account Executive / Nurse Recruiter

COMPUTER SKILLS/DATABASE USED

Windows 2000, Microsoft Office, ACT, Hire Desk, PC recruiter, Position Manager, ADP and KRONOS.

EDUCATION

B.S. Engineering

Diploma in Engineering

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