01 Talent Acquisition . • Own every open role in the region end to end — requisition intake, search strategy, interviews, offer negotiation and joining. You start it and you close it. • Source directly and consistently: job-portal searches, LinkedIn, your own network, employee referrals, competitor and market mapping, walk-ins and field drives, plus consultants where they genuinely add speed. • Screen and shortlist personally, so a hiring manager sees three strong profiles rather than thirty average ones. • Run a clean, respectful interview process — scheduling, panel coordination, structured assessment, timely feedback — and keep every candidate informed at each stage, including the ones you do not select. • Close the offer yourself: compensation discussion, offer roll-out, references and documentation, notice-period navigation, and staying in touch until day one so drop-outs do not surprise you. • Build and maintain a warm pipeline for the region’s repeat roles, so critical positions never start from zero. • Keep a live, honest hiring tracker — role-wise status, source-wise pipeline, stage-wise conversion and the real reason behind every drop-off. • Own the numbers that follow: hiring plan achievement, turnaround time, cost per hire, offer-to-join ratio, quality of hire at six months and hiring manager satisfaction. 02 Manpower Planning & Workforce Governance • Work with regional business leaders to build annual and quarterly manpower plans that match growth, productivity and cost targets — and that you can realistically hire against. • Track approved versus actual headcount, spot deviations early and flag risks before they become escalations. • Publish a monthly manpower dashboard with a clear view of hiring gaps, attrition trends and workforce cost. • Keep approvals, role clarity and manpower deployment moving without delay across the region. 03 Performance Management • Land every performance cycle on time — goal setting, mid-year review and annual appraisal. • Track completion, calibration outcomes and performance distribution across the region. • Coach business leaders through honest, objective performance conversations and practical development plans. • Keep the line between performance, reward and development visible to employees, not just to HR. 04 Learning & Development • Read the region’s capability gaps from performance data, business priorities and what employees actually say. • Drive the learning calendar on the ground — leadership programmes, functional training and on-the-job interventions. • Track coverage, effectiveness and what changed after the training, not just attendance. • Make sure learning shows up as better productivity, stronger bench and people who grow with us. 05 HR Operations & Statutory Compliance • Run core HR operations cleanly — onboarding, documentation, payroll inputs, employee records and exits. • Hold 100% statutory and labour law compliance across all locations, including CLRA, Shops & Establishments, PF, ESIC, Bonus, Gratuity and Minimum Wages. • Run periodic compliance audits and close observations within the agreed timeline. • Work with Legal and external consultants on inspections, notices and statutory reporting. 06 Employee Relations & Employee Connect — Pan-India • Lead Employee Relations and Employee Connect across India, keeping the workplace fair, compliant and genuinely positive. • Handle grievances, disciplinary matters, investigations and domestic enquiries with due process and discretion. • Get ahead of problems — reduce disputes, absenteeism and the attrition we should not be losing. • Apply HR policy, the Code of Conduct and disciplinary procedure consistently, location to location. • Be the person regional and functional leaders call first on a sensitive people matter. 07 Insight, Reporting & Governance • Build and maintain HR dashboards and MIS covering manpower, hiring, performance, learning, employee relations and compliance. • Track timelines, deviations, root causes and corrective actions across every HR process you own. • Bring leadership a clear story — what the numbers mean for the business and what risk needs attention. • Hold the standard on process discipline, documentation and consistency across the region.