Zonal Human Resource Lead

Zonal Human Resources Lead

Role Overview:

Position Summary:

Zonal Human Resources Lead

Key Responsibilities & Accountabilities:

1. HR Business Partnering & Operations

• HR Strategy & Budgeting:

  Formulate and execute the annual branch HR plan and operating budget in alignment with business priorities and Hub HR objectives.

• Workforce Planning & Talent Acquisition:

  Collaborate with the central recruitment team to ensure timely hiring, seamless onboarding, induction, and deployment of direct and indirect branch staff.

• Employee Lifecycle & Records Management:

  Maintain accurate employee personal files and partner with the HR Shared Services / Transaction Center to ensure real-time ERP data integrity.

• Performance & Talent Development:

  Drive the timely closure of the Performance Development Review (PDR) process for indirect staff; partner with the training function to identify training needs and ensure compliance with mandatory training programs.

• HR Analytics:

  Compile, analyze, and present branch HR metric dashboards and reports to Hub and Corporate HR stakeholders.

2. Employee Relations, Engagement & Grievance Redressal

• Grievance Resolution:

  Promptly address, manage, and resolve employee queries/grievances escalated beyond the central HR Helpdesk/Wish Center purview.

• Employee Voice & Engagement:

  Conduct structured town halls, listening tours, and communication sessions to gather employee sentiment and implement corrective action plans.

• Cross-Functional Escalation:

  Coordinate closely with Centers of Excellence (CoEs), Employee Relations (ER), and Shared Services for smooth conflict resolution.

3. Statutory & Regulatory Compliance

• Compliance Management:

  Partner with the central ER and Compliance teams to guarantee strict adherence to local labor laws, statutory acts, and client-site audit mandates.

• Quality Standards:

  Drive documentation and procedural compliance for the HR chapter of ISO audits and corporate quality accreditations.

• Vendor & Agency Oversight:

  Liaise with regulatory agencies and third-party staffing vendors as needed for audits and labor compliance.

4. Occupational Health & Safety

• Workplace Safety:

  Promote adherence to corporate Health & Safety policies and safe working protocols across all branch facilities and operational deployments.

• Incident Management:

  Drive safety awareness campaigns, conduct safety drills, report on-site incidents, and facilitate swift incident resolution.

Key Performance Indicators (KPIs) & Success Metrics

• Plan vs. Actual:

  Adherence to branch HR headcount plan and operational budget.

• Operational Execution:

  % completion of recruitment targets, PDR cycles, and statutory training.

• Retention:

  Branch voluntary attrition rate compared to internal benchmarks.

• Service Delivery:

  Grievance resolution turnaround time (TAT) and employee engagement scores.

• Audit & Risk:

  Zero critical non-compliance observations during statutory or client audits.

• Safety:

  Number of workplace Health & Safety incidents reported/resolved.

Key Relationships & Stakeholders

• Internal Stakeholders:

  Branch Manager & Operations Team, Hub HR Business Partners, Hub ER Team, Corporate/HQ HR, Talent Acquisition Team, Learning & Development Team, HR Shared Services / Wish Center, Payroll & Benefits Team.

• External Stakeholders:

  Statutory & Labor Law Authorities, Government Regulatory Bodies, Third-party Staffing & Logistics Vendors.

Education

• Minimum:

  Bachelors Degree / Diploma in Human Resources, Business Administration, or a related discipline.

• Preferred:

  Masters Degree or MBA with a specialization in Human Resources / Industrial Relations.

Experience

• 3 to 7 years

  of solid HR Generalist / HR Business Partnering experience within a structured corporate environment.

• Workforce Scale:

  Demonstrated experience managing HR operations for large distributed/field-force teams (direct and indirect/blue-collar workforce) is strongly preferred.

Competencies & Skills

• HR Expertise:

  Deep functional knowledge of Indian labor laws, statutory compliances (PF, ESI, Gratuity, Bonus, Minimum Wages, Contract Labor Act), performance management, and HR ERP tools.

• Operational Agility:

  Proven capability to navigate complex, fast-paced environments and manage competing operational priorities.

• Communication:

  Strong interpersonal, written, and oral communication skills with the ability to influence branch leaders and front-line workers alike.

• Leadership & Ethics:

  High standard of personal integrity, empathetic grievance handling, and collaborative stakeholder management.