Cluster HR

Role Objective:

• The Cluster HR is responsible for driving HR governance, manpower effectiveness,
• compliance, performance systems, and employee experience across multiple locations in the
• assigned cluster. The role ensures standardization, capability building of Location HRs, and
• alignment with business productivity goals, while acting as the key HR interface between
• Location HRs and Manager HR. We want the Cluster HR for Lucknow, Kanpur & Agra locations as well.

Key Result Areas (KRAs) & Responsibilities:

1. Business Targets – Cluster Level Ownership

• Lead manpower planning and fulfilment for all locations in the cluster.
• Monitor and control hiring TAT across locations, ensuring business continuity
• Drive multi-location attrition analysis, identify root causes and implement corrective

actions.

• Monitor Sales & Service productivity-linked HR KPIs and flag people-related risks
• Ensure consistent onboarding quality and joining experience across locations

2. Process, SOP & Statutory Governance

• Ensure uniform adherence to HR policies & SOPs across all cluster locations
• Monitor and validate statutory compliance (PF, ESI, LWF, Bonus, Gratuity) at location

level

• Audit exit processes, F&F clearance timelines, and exit documentation
• Conduct multi-location HR file audits and ensure DISHA / DESI / DESS readiness
• Consolidate and review HR Visualization Boards for governance and visibility

3. HRIS, PMS & Data Governance

• Ensure accuracy, completeness and discipline of HRIS data across locations
• Drive PMS calendar execution (goal setting, reviews, closures) for all units
• Prepare and submit cluster-level HR MIS & analytics to Manager HR
• Use HR data to highlight trends, risks, and improvement opportunities

4. Employee Experience & Retention

• Ensure execution of employee engagement calendar across all locations
• Monitor grievance redressal TAT, escalations, and closure quality
• Lead retention initiatives, with focus on infant and undesired attrition
• Act as the second-level HR escalation authority for employee issues

5. Team Development & Capability Building

• Coach, mentor, and develop Location HR teams
• Drive capability building, process maturity, and role effectiveness of Location HRs
• Coordinate with L&D / DCTC for skill training plans aligned to business needs
• Identify capability gaps and recommend training or structural improvements

6. Self Development & Culture Alignment

• Complete at least one HR capability development program annually
• Act as a culture carrier, demonstrating company values:
• Result Orientation
• Process Orientation
• Collaboration
• Customer Focus
• Respect for People & Process

Key Interfaces:

Internal:

• Location HRs
• Location Heads, Sales & Service Heads
• Manager HR, Corporate HR, DCTC

External:

• Statutory Bodies / Govt. Officials
• Partners & Vendors

Decision-Making Authority

• Cluster-level manpower prioritization & hiring escalations
• HR audit observations & corrective actions
• Engagement & retention interventions
• Escalation handling for employee relations cases

Qualification & Experience:

• Qualification: MBA / PGDM – HR
• Experience: 5–8 years in HR Operations / Multi-location HR role
• Exposure: Automotive / Retail / Multi-unit operations preferred