Director / Sr Director, Human Resources
Own the people engine behind a US healthcare delivery organisation: the hiring machine, the retention number, the performance system, and a culture worth staying for. Level set at Director or Senior Director based on what you have run.
The role
What this job actually is
Our Chennai hub is where the delivery organisation lives and grows: AR callers, certified coders, analysts, team leads, engineers and the leaders above them, working US hours for US healthcare clients. This seat owns everything people about it. You will build the hiring engine that keeps pace with growth, own the attrition number the way operations owns collections, run a performance system leaders actually use, and keep us spotless on every statutory obligation. You work shoulder to shoulder with the SVP of Client Delivery, because in a services business the people plan IS the capacity plan. The title is calibrated to the candidate: Director or Senior Director depending on the scale you have carried.
Ownership
What you will own
The hiring engine
Own talent acquisition end to end for volume and specialist roles alike: AR callers and coders by the cohort, analysts, team leads, engineers and senior leaders. Sourcing pipelines, assessment standards, offer discipline, and a candidate experience that wins people we want against every other Chennai employer.
Retention and the attrition number
Attrition is this seat’s first metric, held the way operations holds the collection rate. Segment it, model it, know the leading indicators, and run the interventions: manager quality, shift fairness, growth paths, pay positioning and early-tenure care. A night-shift US-hours workforce stays when it is led well; making that true is your job.
The performance system
Run goal-setting, scorecards, calibration and review cycles that mean something, aligned to the operational scorecards our delivery leaders run. Reward the top, develop the middle, and manage the bottom honestly and lawfully.
Statutory and POSH compliance
Own it completely: PF, ESI, gratuity, bonus, Shops & Establishments, CLRA where applicable, and a POSH programme that is genuinely functioning, committee, training, and case handling. The standard is zero findings and zero surprises.
Compensation and benefits
Keep pay bands honest against the Chennai ITES and healthcare-outsourcing market, run increment and incentive cycles with discipline, and design benefits that matter to a night-shift workforce, transport, meals, insurance, wellness.
HR operations and systems
Clean HRIS data, tight onboarding and exit processes, payroll inputs that are never late, and MIS the leadership team can run the business on: headcount, attrition, hiring funnel, absenteeism, cost per hire.
Culture and engagement
Own eNPS and act on it. Recognition, communication rhythms, grievance handling that resolves rather than records, and the events and rituals that make a 400-person floor feel like a firm, not a facility.
Leadership bench and L&D
Partner with delivery leadership on succession, first-time-manager development, and the certification pipeline, AAPC and AHIMA cohorts, that turns billers into coders and coders into leads.
Ramp
Your first 90 days
First 30 days
Ground truth. Meet every leader, walk every shift including nights, audit the statutory position, rebuild the attrition and hiring-funnel numbers from source, and come back with an honest read: where we leak people, where compliance is exposed, and what the top three fixes are worth.
By day 60
Publish the people plan: hiring targets by role and month tied to the capacity plan, the attrition reduction programme with owners and dates, the review-cycle calendar, and the compliance remediation list, if any, already in motion.
By day 90
The machine is visibly running: requisitions filling on SLA, early-tenure attrition moving, the first calibrated review cycle executed, POSH and statutory files audit-ready, and a monthly people MIS the CEO and CHRO read without asking.
Requirements
What we look for
- MANDATORY: 15 or more years of progressive HR leadership, with at least 5 leading the HR function for a site or business unit of 200+ employees
- MANDATORY: experience in ITES, BPO, healthcare outsourcing or a comparable US-client-aligned, night-shift delivery environment in India
- MANDATORY: complete command of Indian employment statutory compliance, PF, ESI, gratuity, bonus, Shops & Establishments, CLRA, and the POSH Act including committee operation
- Has built and run a volume hiring engine, 100+ hires a year, with measurable funnel discipline: time-to-fill, offer-accept rate, 90-day survival
- Has owned and reduced attrition with a documented, data-driven programme, not just an engagement calendar
- Fluent with HR analytics: builds and defends the numbers, attrition cohorts, cost per hire, absenteeism, eNPS, and runs the function on them
- Credible with a CEO, CHRO and operations leadership; comfortable disagreeing with evidence and executing once decided
- On-site in Chennai, present across shifts often enough to know the floor by name
Bonus
Strong plus, not required
- Healthcare RCM or medical coding talent-market depth, knows where certified coders come from and what keeps them
- HRMS or HRIS selection and implementation experience
- Designed certification or academy programmes (AAPC, AHIMA or equivalent professional tracks)
- Exposure to M&A people integration or rapid site scale-up
- MBA or PGDM in HR, or SHRM / equivalent certification
Accountability
How this role is measured
| Measure | What it means |
|---|---|
| Regrettable attrition | The headline number, segmented by tenure, team and shift, trending down. |
| 90-day new-hire survival | Early attrition is a hiring and onboarding defect. Owned here. |
| Time-to-fill and offer-accept rate | Requisition SLA by role family, and offers that convert. |
| eNPS and absenteeism | Engagement measured honestly, shrinkage managed operationally. |
| Cost per hire | Falling as sourcing channels mature, without quality slipping. |
| Certification pipeline | Cohort throughput and pass rates feeding the coding bench. |
| Statutory compliance | Zero findings, zero late filings, POSH programme fully operational. |
| People MIS discipline | Monthly reporting the leadership team plans against, on time every time. |
Why ASP-RCM
Why this seat is different
We are senior-led by design. A senior partner is named on accounts and shows up in the work, which is why clients renew and why this role carries real authority rather than a title. Our AI suite is in production, not in a roadmap deck, and our compliance posture is independently audited: SOC 2 Type II with HITRUST, ISO 27001 and HIPAA.
We pay for certifications and run upskilling cohorts, because coding and revenue cycle are crafts that need investment. You will work across Dallas HQ, six US states and Chennai, India, with colleagues who have run these functions at scale.
Apply
Apply for this role
Takes two minutes, works on any device. A senior partner reads every application. Prefer email? Write to [email protected] with “Director / Sr Director, Human Resources” in the subject line.