Regional HR Head

1. Job Purpose / Role Summary:

The role is accountable for HR interventions for maximizing employee potential and driving productivity & efficiency in alignment with business outcome. The incumbent will partner with business leaders/managers to develop and implement interventions that foster operational excellence through effective Employee Life cycle Management. This role requires deep expertise in organizational effectivenessand change management with a strong focus on measurable business outcomes.

1. Key Stakeholders:

Regional/LocationLeadership team Function & Business Unit Heads Managers & Employees HR COEs External Partners

1. People Leadership:

Lead asmall team of HR Business Partnersproviding guidance coaching and development insights to ensure they are equipped towork with business to implement the most effective solution to enhance employee productivity and engagement.

1. Key Job Responsibilities

• Partnering with business at all levels toensure HR Service Delivery excellence to all stakeholders by understanding business and aligning people strategy.
• Aligning HR initiatives with core business goals related to engagement productivity and cost-efficiency.
• Ensure Uniform deployment of HR Policies/Systems/Processes across Region.
• Work with Business Teams to evolve optimum operating model leveraging benchmarked best practices.
• Collaborate with senior leaders to understand business needsdiagnose operational issues and co-create HR solutions that drive business outcomes.
• Manage employee relational issues such as work-life balance conflict resolution workplace safety and providing coaching & guidance to managers.
• Drive end-to-end Employee Lifecycle Management including Employee Engagement.
• Implement various HR initiatives change management programs and communicate relevant HR updates to employees leadership and stakeholders.
• Develop and track HR metrics and analytics to measure the impact of HR initiatives on business outcomes.
• Appropriate management & deployment of organization HRMS System to enhance employee productivity and experience.
• Collaborate with COEs to improve Organization Performance and implement appropriate rewards strategy to develop and retain top talent.
• Ensure robust governance ROI measurement and continuous improvement of HR Service Delivery in line with changing needs of the business.

1. What Success Looks Like (1224 months)

• Assess organizational effectiveness productivity gaps and workforce dynamics develop and implement targeted action plans.
• Drive employee engagement programs to ensure enhanced workforce productivity and measure their impacts through qualitative and quantitative metrics.
• Optimize workforce structures and roles to support business agility and cost efficiency including headcount rationalization spans of control and role clarity.
• Mentor and coach HRBPs and functional leaders on driving performance culture employee morale and change readiness.
• Serve as a key change agent ensuring seamless execution of transformation initiatives with minimal disruption to employee experience.
• Improvement in key Employee Metrices (E-Sat Scores Attrition of High Performers Employee Productivity etc.)

1. Ideal Profile

• 14-16years of proven expertise in HR Business Partnering HR Operations/ Service Delivery for large enterprises.
• MBA/ Post Graduate in Management/ Bachelors degree in HR or a related field
• Significant exposure to digital services telecom or B2B sectors is mandatory
• Proven expertise in implementing HR Strategy/ Employee Benefit Policies etc.
• Understanding of business operations and goals
• Strong analytical and problem-solving skills
• Excellent communication and stakeholder management skills
• Experience using various leading HRMS tools (Oracle SAP Etc.)
• Knowledge of labor laws and regulations related to employees/ offices.

1. Added Advantage

• HRBP certification is a plus.
• Experience working in high-growth matrixed or global organizations.
• Exposure to agile ways of working or digital transformation.