Regional HR Head

Job Description

Department - Human Resources Reporting to - COO (Administratively) Reporting to CHRO (Functionally) No. of Reportees - Depending on the region / number of projects handled Job Objective - Provide effective support in implementing and delivering HR services to the business and meeting the agreed HR deliverables. Key Responsibilities Key Deliverables Work closely with the business heads to derive business priorities and to align HR initiatives to the business. Articulate and facilitate implementation of various OD and ER initiatives required by the business. Implementing and administering various HR policies and processes across the organization and reporting back compliance. Facilitate all the new project implementations. Implement PMS system across the organization and ensure quality and timely compliance. Facilitate enhancing skill levels of staff employees by making plans for training and job rotations. Accountable for the health & safety of the employees. Ensuring Nil Safety incidents. Manpower availability Ensure right quality of manpower availability across projects in the region and identify short term & long term hiring needs: Both on rolls & through service provider Blue collared & executive recruitment On-boarding of project employees Control Attrition & Absenteeism HR Operations Handling end to end HR Operation across the projects in the region that includes: Controlling of Absenteeism & attrition. Focusing on retention of employees. Grievance handling Time & attendance and payroll confirmation Welfare/ Uniform/ Shoe / ID / transport management Smooth administration of all employee welfare Customers Relationship building with the customers in the region for effective compliance management. Vendor Management Selection & On-boarding of vendors Timely payments to Vendors Periodic review on vendor Compliance & completion of Audits on time. IR/ER Follow a proactive IR management strategy to identify potential IR/ER risks to the business/ projects in the region and put stringent mechanisms in place Handling multiple unions, wage settlements & grievance handling procedures across multiple locations in the region Maintaining strong relationships with all stakeholders involved - unions, workers committee, employees, govt. and other statutory authorities Handling disciplinary process such as framing and issue of charge sheets, show cause notices, explanations, suspension and terminations through domestic enquiries Negotiate and amicably settle disputes with the Union and maintaining discipline & harmonious working environment across all employee levels Compliance Review and ensure statutory compliance across locations in and ongoing new / expansion project People Management Support various initiatives for improvement of employee productivity in line with the requirement of the region: Employee Engagement activities Training & Development Skill development of the employees. Ensuring Skill matrix is in place and implemented. Talent management of regional managers and below for North and East India Role complexities Handling multiple customer requirements. Unionized projects. IR / ER issues. Large span of geographical presence Controlling Attrition & Absenteeism Ensuring 100% manpower availability Ensuring 100% compliance, timely renewal of licenses. Ensuring health & safety. Nil Safety incidents at project locations. KPI / KRAs - Business Results Manpower availability and onboarding as per TAT Zero loss of manpower due to IR issues. Closure of disciplinary action as per timeline 100% Compliance pertaining to TVSSCS & Vendor- Statutory & customer Operational Excellence Implementation of Skill Matrix 80% Staff in L2 level Recruitment of executives and staff as per agreed SLA with the customer and within the approved compa Automation of Attendance system for TVS SCS executives & contract employees Improvement of EOS score Submission of periodic MIS to the management Leadership Development Individual development Plan for team members Qualification - UG Any specialization Post Graduate - Qualification in HR. Experience - A total experience span of 12-15 years having worked in multiple roles and in corporate role. Should have an ability to understand and appreciate business nuances while interacting with business heads and translate the business imperatives into HR initiatives. Executing various policies and programs should be the strength area of the incumbent.