Regional Human Resources Manager

Role: Section Head - HR (TA, PMS, C&B, JAE, P&B)

Location: Worli, Mumbai, Maharashtra

Type: 5 day, Work from office

Reporting to: HR Head, Asia region

Workforce to manage:

• 7 manufacturing plants (China, Korea, Thailand and India) – (838 in number)
• 2 greenfield sites – (175 in number)
• Birla Carbon India office, Finance (17 in number)
• Birla Carbon India Office, Worli (9 in number)
• Birla Carbon Delhi Office (15 in number)
• Expats (23 in number)

Job Challenges -

1. Handling budget constraints during appraisal cycles.
2. High competition for talent in the market makes it difficult to attract quality candidates quickly.
3. Aligning hiring needs with rapidly changing business priorities .
4. Meeting frequent ad‑hoc reporting requests from leadership.
5. Managing Cross‑Cultural & Geographically Diverse Workforce

Talent staffing and Onboarding

1. Manage end-to-end recruitment lifecycle– Manpower requisition approval, sourcing, screening, selection (Interviewing), hiring (Offer), pre-onboarding, and Onboarding
2. Partner with business to finalize annual/quarterly hiring plans by role, level, and budget, drive onboarding and recruitment SLAs
3. Create standardized Job Descriptions (JDs) and competency profiles.
4. Build multi‑channel sourcing: referrals, job boards, social media, campus, vendors, talent pools.
5. Vendor empanelment, SLAs, and performance reviews.
6. Run comp fitment and internal parity checks; align with C&B budgets.
7. Manage offer rollout, negotiation, and approvals.
8. Manage Pre-onboarding, Pre‑join engagement to reduce drop‑offs: check‑ins, buddy program and allocation, FAQs, day‑1 plan.
9. Weekly and Monthly dashboards on TAT, channel efficiency and cost per hire
10. Manage Induction & 30/60/90 Integration on UniGobe (induction platform of Birla Carbon)
11. Execute SPARK (new joinee connect) as per timelines, every year.
12. Drive and execute year 1 for Global engineering leadership program candidates in the region, including hiring and onboarding.

Performance Management System (PMS)

1. Ensure Timely & High-Quality Execution of PMS
2. 100% completion of goal-setting, mid-year, and annual review cycles
3. Integration of PMS With C&B, Promotions & Workforce Planning
4. Drive Manager and HR Capability in Feedback & Coaching
5. Ensure PMS data accuracy & proper documentation
6. Preparation of Bell curve
7. Execute PIP based on the policy

Planning and Budgeting for Asia Region

1. Partner with business leaders to forecast headcount requirements by role, grade, skill, and location.
2. Prepare and maintain the Annual Manpower Plan alogn with Head HR for the region
3. Identify critical roles, replacement vs new roles, and internal movement potential.
4. Plan annual salary increments budget, promotion budget, and variable pay allocation.
5. Track actual vs budget on monthly basis (HC cost dashboards).
6. Budget for recruitment expenses: job boards, sourcing tools, assessment platforms, recruitment agencies, campus hiring, referral payouts.
7. Forecast costs based on expected hiring volume and average cost per hire.
8. Review vendor billing, SLA adherence, and cost optimization opportunities.

Annual Compensation Review(ACR)

1. Effective Annual Compensation Cycle Execution
2. Variable Pay & Incentive Administration
3. C&B Analytics, Reporting & Insights
4. Drive Job evaluation & Analysis in the region and manage mid-year promotions and corrections
5. Internal compensation parity checks
6. On-time NSIP payout across region
7. HR Policy updation and review as per timelines

Poornata Management (HRMS management)

1. Maintain data accurately in WFA module
2. Manage the administration of performance management module.
3. Guide and train the HR teams regarding the changes or updations in the HRMS system
4. Capability building of the HR teams on the HRMS modules
5. Run data audits (duplicates, missing fields, invalid values), maker–checker controls, and monthly reconciliations with Payroll/Finance.
6. Own the Probation confirmation module for the region

HR MIS

1. Maintain 100% accurate employee master data.
2. Conduct regular data checks and audits.
3. Reduce turn‑around time (TAT) of employee lifecycle tasks.
4. Design dashboards for HC, attrition, attendance, recruitment, PMS, etc.
5. Maintain and drive contract Labor and overtime dashboard across the region. Release dashboard monthly to the leadership.

Expat Management

1. Manage expat movements end-to-end with adherence to global mobility policy
2. Manage expat recruitment as per defined recruitment SLAs
3. Provide employment contract letters and benefits based on 3 expat policy
4. Determine correct visa category (e.g., Employment Visa (E‑Visa) vs Business Visa) and tenure., Coordinate visa documentation, any registration within statutory timelines, and visa/visa‑extension workflows. And ensure spouse/dependents visa support, and work authorization (if eligible).
5. Pre‑arrival city orientation and cultural briefing.
6. Manage their probation confirmation manually through poornata and relevant stakeholders