ROLE PURPOSE 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 InternalExternal • 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 EducationMBA / PGDM in HR or equivalent Experience15+ 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