1 Manpower Planning & Workforce Governance

Partner with regional leaders to develop annual and quarterly manpower plans aligned with growth, productivity, and cost targets.

Track approved vs actual headcount, identify deviations, and proactively flag risks.

Prepare monthly manpower dashboards with insights on hiring gaps, attrition trends, and workforce costs.

Ensure timely approvals, role clarity, and optimal deployment of manpower within the region.

2 Talent Acquisition (Regional Oversight)

Drive hiring plans execution in line with approved manpower budgets and timelines.

Monitor TAT, cost-per-hire, quality of hire, and hiring manager satisfaction.

Coordinate with TA teams and vendors to ensure consistent hiring standards.

Track recruitment deviations and ensure corrective actions for delays or quality issues.

3 Performance Management

Ensure timely execution of performance cycles (goal setting, mid-year reviews, annual appraisals).

Track completion rates, calibration outcomes, and performance distribution across regions.

Support business leaders in objective performance discussions and development planning.

Ensure linkage between performance outcomes, rewards, and development actions.

4 Learning & Development

Identify regional capability gaps based on performance data, business priorities, and employee feedback.

Drive execution of learning calendars, leadership programs, and functional training.

Track training coverage, effectiveness, and post-training impact.

Ensure learning initiatives support productivity, leadership readiness, and employee growth.

5 HR Operations & Labour Law Compliance

Oversee core HR operations including onboarding, documentation, payroll inputs, and exits.





Ensure 100% statutory and labour law compliance across locations (CLRA, Shops & Establishments, PF, ESIC, Gratuity, etc.).

Conduct regular compliance audits and track closure of observations.

Partner with Legal and external consultants to manage inspections, notices, and compliance reporting.

6 Employee Relations (Pan-India Responsibility)

Lead Employee Relations initiatives across India, ensuring a positive and compliant work environment.

Handle grievances, disciplinary matters, investigations, and domestic enquiries.

Drive proactive ER interventions to reduce disputes, absenteeism, and attrition.

Ensure consistent application of HR policies, Code of Conduct, and disciplinary processes.

Act as a trusted advisor to leadership on sensitive people matters.

7 Tracking, Reporting & Governance

Create and maintain HR dashboards and MIS covering manpower, hiring, performance, L&D;, ER, and compliance.

Track timelines, deviations, root causes, and corrective actions across all HR processes.

Present structured insights to leadership with a focus on business impact and risk mitigation.

Drive process discipline, documentation, and standardization across regions.

REQUIRED QUALIFICATIONS & EXPERIENCE

MBA / PGDM in Human Resources or equivalent.

812 years of progressive HR experience, including regional or multi-location responsibility.

Experience in a Sales-led organisation in a multi-locational set-up required.

ADDITIONAL REQUIREMENTS

Willingness to travel within the assigned region for recruitment drives, audits, training programs, and employee support.

Ability to work in a agile, fast-paced environment with multiple stakeholders.

📌 Human Resource Manager - HRBP (Bhiwandi)
🏢 vashi electricals
📍 Bhiwandi