Business HR COE - HR Automation & ER

Roles & Responsibilities

Business Partnering &Stakeholder Management

• You serve as the strategic HR partner for Sales,Retail, Category and other Revenue teams acrossNorth & East & West A, aligning regional peoplestrategy with business objectives for a workforceof 100+ employees.
• You proactively identify organizational gapsacross locations, conduct structured businessreviews with regional leadership, and drivepeople interventions with measurable outcomes

Employee Relations & IR - COE

• You manage and Design employee relations and IRmatters as COE, ensuring fair, consistent, andlegally compliant resolution of grievances anddisciplinary matters.
• You partner with HR team and legal counsellermaintain industrial harmony, manage union andworks-council interactions where applicable, andmitigate people-risk across the organisation

Driving Performance Management& Career Development

• You drive the full performance review cycle for yourcohort — from goal-setting and mid-year check-ins tofinal appraisals — ensuring calibration, fairness, andactionable feedback.
• You identify high-potential employees, buildindividual development plans, and coach regionalmanagers on performance conversations,improvement plans, and recognition frameworks.

COE - HR Automation

• You lead HR automation initiatives — digitizingHR processes, dashboards, and workflows — toimprove turnaround time and data accuracy forthe organisation.
• You leverage HR tech and analytics tools tosimplify employee lifecycle processes andelevate the employee experience as COE andenable other BHRs.

Talent Acquisition & Workforce Planning

• You own hiring for new and replacement roles across your business units — sourcing, screening, and closingquality talent on time.
• You partner with leaders on workforce planning — forecasting headcount, mapping critical roles, and buildingtalent pipelines ahead of demand.

HR Operations & Compliance

• You ensure smooth execution of all HR processes — confirmations, transfers, separations, and policy adherence across South locations, managing grievance redressal and disciplinary matters with empathy and legal compliance.
• You maintain accurate people data for the 100+ employee regional workforce and leverage HR analytics to surface insights that support business decisions.

Learning & Change Management

• You identify skill gaps across South teams in partnership with business leaders and co-create targeted L&D interventions, including manager assimilation programs and leadership pipeline development.
• You support change management efforts during periods of regional expansion, restructuring, or strategic pivots across South.