Field HR HR & Business Partnering

ROLE PURPOSE

KEY RESULT AREAS AND RESPONSIBILITIES

• Run a consistent operating rhythm for all regions: monthly reviews, dashboards, process standards and service levels.
• Ensure HR and Administration processes designed by the COE are executed the same way in every region, with local responsiveness.
• Be the escalation point for regional issues and resolve routine escalations without CPO involvement.

• Partner regional and cluster business heads and SCM, Operations and Sales leaders on workforce plans, organisation changes, productivity and talent risks.
• Translate business priorities into regional people plans and track them to closure.

• Work with Talent Acquisition on the regional hiring demand plan, onboarding quality and offer-to-join conversion.
• Drive employee connect and retention actions; act early on attrition and early-tenure exits.

• Deploy the performance and talent cycle in the regions on time, with quality conversations and calibrated outcomes.
• Ensure fair, timely handling of grievances and disciplinary cases in line with VISL policy and the Code of Conduct.
• Ensure statutory and policy compliance at regional sites, with the COE compliance stream.

• Lead, coach and develop the Regional HR team; set priorities and clear accountability.
• Build bench strength and succession for regional HR roles.

• Lead on-ground people integration for Purva, Midex and future acquisitions with the COE.
• Drive adoption of new HR processes in the regions and feed back what works and what does not.

KEY PERFORMANCE INDICATORS

• Regional process service levels and compliance adherence
• Time-to-fill and offer-to-join ratio for regional roles (with TA)
• Early-tenure attrition (first 90 / 180 days) and regretted attrition
• Performance cycle completed on time across regions
• Grievance and disciplinary case closure turnaround
• Regional engagement scores (e.g. GPTW Trust Index) and action-plan closure
• Regional HR team capability and succession coverage

KEY INTERFACES

• Chief People Officer
• Head – COE and COE stream leads
• Corporate HR / Talent Acquisition
• Head – Administration
• Regional and cluster business heads; SCM, Operations and Sales leaders
• Finance and Payroll
• Recruitment and staffing partners
• Labour-law and compliance consultants
• Statutory authorities, through the compliance stream

DECISION RIGHTS

• Sets regional HR priorities and allocates Regional HR capacity
• Resolves routine regional escalations
• Recommends regional hiring, organisation and people decisions to the CPO
• Exact financial and people authority to be confirmed against VISL’s Delegation of Authority

QUALIFICATIONS AND EXPERIENCE

• Multi-state employee relations and labour-law practice
• Regional HR operating models and service governance
• HR analytics and HRMS use (Keka or similar)
• Acquisition integration experience is an advantage