Field HR HR & Business Partnering

Vashi Integrated Solutions Limited; India; Presencial; INR 4.000.000 - 6.800.000; Jornada completa

Descripción de la vacante

VISL is seeking an Senior HR leader to own regional HR delivery and governance across multiple locations. You will coach managers, set priorities and handle routine escalations to free the CPO to focus on strategy while ensuring local responsiveness.

You will partner with regional heads and key leaders on workforce plans, productivity and talent risks, delivering regional plans and driving retention actions.

Formación

• MBA/PGDM in HR or equivalent.
• 15+ years in HR, including 6–8 years leading multi-location Sales HR for B2B/CP companies.
• Experience in multi-state employee relations and labour-law practice.
• Knowledge of regional HR operating models and service governance.
• HR analytics and HRMS use (Keka or similar).
• Acquisition integration experience is an advantage.

Responsabilidades

• Regional HR delivery and governance: run operating rhythm for all regions with dashboards, process standards and service levels.
• Partner regional heads and leaders on workforce plans, organisation changes and talent risks; translate priorities into regional plans.
• Drive talent availability and retention with TA on hiring demand, onboarding quality and offer-to-join conversion; manage attrition.
• Oversee employee lifecycle, performance and compliance; deploy cycles on time with calibrated outcomes and handle grievances per policy.
• Build and develop the Regional HR team; set priorities and accountability; develop succession plans.
• Lead on-ground people integration for acquisitions and adoption of new HR processes across regions.

Conocimientos

Employee relations

Labour law

HR analytics

HRMS usage

Acquisition integration

Educación

MBA / PGDM HR

Herramientas

Keka HRMS

Descripción del empleo

Own HR delivery across VISL’s regions and business groups so that every region gets dependable, integrated HR and Administration execution. The role takes regional delivery, manager coaching, priority-setting and routine escalations off the CPO’s desk, so that central capacity is free for design and strategy, and VISL lives its promise of being a Local Growth Partner for its own people as well as its customers.

KEY RESULT AREAS AND RESPONSIBILITIES

Regional HR delivery and governance

• 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.

Business partnering

• 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.

Talent availability and retention

• 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.

Employee lifecycle, performance and compliance

• 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.

Build the Field HR team

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

Integration and change

• 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

Targets for each measure are set in the annual goal-setting cycle.

KEY INTERFACES

Internal External

• 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

Education MBA / PGDM in HR or equivalent

Experience 15+ years in HR, including 6–8 years leading multi-location Sales HR profile for either a B2B, Consumer Products, BFSI, Telecom Sector Companies.

Knowledge and skills

• 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

Required Skills

Retention HR Business Partnering Performance Management Sales HR Workforce Planning Labour Law Field HR Disciplinary Proceedings Employee Relations Attrition Management