About the role

ROLE PURPOSEOwn 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 RESPONSIBILITIESRegional 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 INTERFACESInternalExternal

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 EXPERIENCEEducationMBA / PGDM in HR or equivalentExperience15+ 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

Head – Field HR

About the role

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