Competency-Based HR Job Architecture Progression for the Healthcare Sector
Covering HR positions from Entry to Executive levels. This framework is tailored for diverse healthcare sub-sectors: hospitals (public/private), clinics, health insurance, pharmaceuticals, medical device companies, diagnostics labs, and healthcare NGOs.
HR Job Architecture – Healthcare Sector (Competency-Based Progression)
| Job Level | Typical Titles | Core Competencies | Key Responsibilities |
|---|---|---|---|
| Entry (0–2 yrs) | HR Admin Assistant, Onboarding Clerk, Medical HR Support | – Basic HR admin & confidentiality – Exposure to clinical environment – Medical staffing data entry – Empathy & accuracy | – Process recruitment paperwork & credentialing – Assist in shift rosters & time tracking – Maintain confidential health staff files – Support HR desk for walk-ins and internal queries – Assist in orientation for new clinical staff |
| Junior (3–5 yrs) | HR Generalist – Healthcare, Medical Recruiter, Training Coordinator | – HR operations in regulated settings – High-volume talent support – Basic regulatory knowledge (KARS, BPJS Kesehatan) – Interpersonal & patient-centric culture fit | – Coordinate recruitment for nurses, allied health, non-clinical staff – Ensure staffing compliance (licenses, SIP, STR) – Plan onboarding & CME sessions – Support BPJS registration & benefits process – Handle staff feedback, early-stage ER issues |
| Mid (6–9 yrs) | HRBP – Clinical Units, Medical HR Supervisor, Comp & Ben Analyst – Healthcare | – HR partnership with clinical leads – Labor law & health compliance – Data interpretation (shifts, overtime, workloads) – Compensation fairness in shift-intensive setting | – Drive strategic staffing for departments (ER, ICU, etc.) – Develop workforce plans for coverage & load balancing – Monitor burnout risk & retention challenges – Maintain audit-readiness for KARS & regional health audits – Benchmark & administer incentive schemes |
| Senior (10–14 yrs) | HR Manager – Hospital, Cluster HR Lead – Clinics, OD/People Development Manager | – Talent lifecycle mastery in medical environment – Regulatory navigation (hospital, insurance, pharma) – Leadership development for medical & non-medical staff – Budgeting & productivity planning | – Oversee HR for multi-function healthcare unit – Implement learning, clinical leadership, wellbeing programs – Act as business partner to Medical Director / Operations – Build risk-mitigation plans for turnover, absenteeism – Optimize patient-outcome-driven HR initiatives |
| Executive (15+ yrs) | Group HR Director – Healthcare, VP HR – Medical Networks, Chief People Officer – Pharma | – Sector-wide HR policy creation – Digital health & workforce transformation – M&A and integration experience – Stakeholder management across payors, providers, regulators | – Set strategic HR vision for healthcare group – Lead integrated health talent ecosystem (clinical + corporate) – Navigate external pressures: telehealth, insurance reforms – Build partnerships with nursing/medical schools – Drive employer branding & clinical excellence via HR |
