Head – Field HR

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 Internal External 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 Education MBA / PGDM in HR or equivalent Experience 15+ 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