The Regional HR is responsible for driving people strategies across assigned stores/region to enhance employee experience, improve retention, ensure operational excellence, and strengthen leadership capability. The role partners closely with business teams to build a high performing, engaged, and compliant workforce aligned with organizational goals.

1. Employee Experience &
- Engagement

- Drive superior employee experience across stores through regular field visits and structured interventions.

- Conduct and document RAP (Review &
- Action Planning) sessions, ensuring timely closure of action items.

- Ensure effective new hire orientation programs aligned with organizational standards (Four Pillars).

- Drive adoption of 30-60-90 day feedback mechanisms for new employees.

- Plan and execute regional engagement calendar, including Rewards &

- Recognition (R&R;) initiatives to build motivation and pride.

1. Talent Management &
- Retention

- Develop and implement engagement and retention strategies for top talent and high performers.

- Ensure succession planning and smooth transition for critical store roles (POC, RGM, etc.).

- Focus on retention of key talent segments such as RGM, RDM, GEL, Beanie, and Barista.

- Build and maintain external talent pipelines for key frontline and managerial roles.

1. Employee Relations &
- Grievance Management

- Manage and resolve employee grievances effectively with a focus on fairness and timeliness.

- Ensure POSH and disciplinary cases are addressed with no pendency.

- Handle involuntary exits in compliance with legal and company policies.





- Monitor ER health across stores and proactively mitigate risks in critical locations.

1. Workforce Planning &
- Store Readiness

- Ensure all stores operate with optimum staffing ("Team in Place") as per PDPS plans.

- Drive manpower planning and deployment across stores based on business needs.

- Improve People Department Metrics (PDM) through effective execution and tracking.

1. Performance Management

- Performance reviews and capability building for Restaurant General Managers (RGMs):

o Conduct IDP reviews for high performers o Implement Performance Turnaround Plans (PTS) for bottom performers

- Identify and deploy RGM talent for high-volume and critical stores.

1. Cost Management

- Ensure crew labor productivity and manpower costs remain within approved budgets.

- Drive hiring of apprentices/trainees to optimize workforce cost and build future talent pipelines.

1. HR Operations &
- Compliance

- Ensure adherence to People Brand Standards (PBS) across all stores.

- Drive regular store audits/visits (PPFV) and ensure closure of identified gaps.

- Maintain solid statutory compliance, including:

o Labour law adherence o Employee documentation & records o Medical fitness compliance o Shop &

- Establishment requirements o Handling legal notices and audits

- Ensure smooth onboarding and exit processes across the region.

- Drive awareness and implementation of People Processes &
- Code of Conduct (COC) through training.

- Ensure timely execution of performance appraisal cycles and communication.

📌 Regional Human Resources (Mumbai)
🏢 Hardcastle Restaurants
📍 Mumbai