Build and share KRAs and KPIs function by function, starting at L1/L2, tied to real work such as T&A;
(Time and Action) and order execution.
– Run the performance review cycle: what gets measured, how often, and how it feeds appraisal, promotion and pay.
– Distinguish clearly between what an individual controls and what the process controls, and apply that principle fairly at review time.
HR & employee lifecycle
– One employee master, and one set of policies for employee engagement, performance management and grievance redressal, owned by this role and consistent across every office.
– Onboarding that delivers the same robust experience from day one at every location.
– A consistent exit process every time: handover, access closure,
asset recovery and exit feedback.
– Partner closely with the existing HR function, compliance teams, which continue to run payroll,
compliance and industrial relations.
Engagement & recognition
– A monthly rhythm that makes good work visible and handles performance conversations privately and constructively.
– A structured channel for employees to raise concerns, with a habit of closing the loop on each one.
– Annual engagement and development budgets owned by functional heads, with the framework, guidance and support from you.