Regional Human Resources Business Partner

Regional HRBP – East & North East

Departments: Human Resources

Reporting To: Head – HRBP

Supporting for: ASG – East & North-East Region – Raipur, Guwahati-1, Guwahati-2, Jamshedpur, Ranchi.

Location: Jamshedpur (Base Location)

Job Description

Role Summary

The Regional HRBP – East & North East serves as the strategic and operational HR leader for ASG centres across Raipur, Bhubaneswar, Guwahati-1, Guwahati-2, Jamshedpur, Ranchi, Dhanbad & Cuttack, spanning Jharkhand, Odisha, Chhattisgarh and Assam. Based at Jamshedpur, the role drives the end-to-end HR lifecycle across the region — talent acquisition, onboarding, performance management, employee engagement, retention, compliance and HR operations.

As a strategic business partner, the Regional HRBP collaborates closely with the Functional Head, Regional COO and Head – HRBP to align people strategies with business objectives. Given the geographic spread and the distinct talent markets of the East and North East, the role carries a significant travel and centre-connect mandate, ensuring consistency of HR practices across all centres, a positive employee experience, and a high-performance, compliant and engaged workforce that enables clinical and operational excellence.

Key Responsibilities

A. Strategic HR Business Partnering

• Partner with the Functional Head, Regional COO and Head – HRBP to translate business priorities into actionable HR strategies and workforce plans for the East and North East region.
• Serve as the HR business partner to centre heads and regional leadership across all eight locations, ensuring proactive HR interventions for growth and people capability building.
• Provide HR KPI reports and insights for manpower optimisation, productivity improvement and talent preparedness at region and centre level.
• Account for the distinct market dynamics of Jharkhand, Odisha, Chhattisgarh and Assam while designing region-specific people interventions.

B. Talent Acquisition & Onboarding

Recruitment & Manpower Fulfilment:

• Drive end-to-end recruitment for all clinical, non-clinical and support roles across the region, ensuring quality hires within defined TAT.
• Monitor and maintain manpower strength as per approved budgets and operational requirements at each centre.
• Build local talent pipelines for hard-to-fill clinical and optometry roles in tier 2 and tier 3 locations through institute tie-ups, referrals and regional consultants.

Onboarding & Separation:

• Conduct structured onboarding and induction for new joiners, including HR policy orientation and cultural assimilation.
• Manage employee exit and separation formalities, including exit interviews, clearance and full and final settlement coordination.

C. Performance Management & Rewards

• Ensure 100% completion of performance management cycles across the region, including goal setting, mid-year and annual reviews.
• Conduct capability-building workshops for centre managers to strengthen the performance feedback culture.
• Manage incentive, appraisal and reward programmes, ensuring fairness, internal equity and timeliness across all centres.

D. Employee Engagement, Retention & Recognition

• Design and implement region-specific engagement and retention strategies based on employee feedback and attrition trends.
• Conduct at least four engagement or recognition initiatives annually at regional or centre level.
• Develop and implement proactive retention strategies for critical talent and high performers, with particular focus on clinical and optometry cadres.
• Ensure employee grievances are addressed promptly with fair and documented resolution.

E. Centre Visits & Employee Connect

• Conduct periodic visits to all eight centres as per the monthly travel plan to engage with employees, understand on-ground challenges and assess HR policy adherence.
• Publish detailed visit reports with actionable insights and ensure closure of follow-up points.
• Facilitate open forums, skip-level interactions and town halls to enhance employee communication and visibility across the multi-location region.
• Maintain regular virtual connect with centres between physical visits to ensure continuous HR presence.

F. HR Operations & Compliance

• Ensure complete compliance with statutory, legal and healthcare HR norms across all centres and applicable state jurisdictions.
• Maintain HRIS data accuracy (attendance, leave, payroll inputs) at 100% accuracy.
• Drive workforce discipline, attendance management and adherence to HR SOPs.
• Coordinate with internal audit, legal and quality teams for HR process validation.

G. Manpower Cost & Productivity

• Monitor and control regional manpower cost in line with approved budgets.
• Track and improve workforce productivity, absenteeism and overtime cost across centres.
• Provide monthly cost variance analysis and corrective action recommendations to regional and corporate leadership.

H. HR Analytics & Reporting

• Publish weekly and monthly HR dashboards covering attrition, headcount, manpower cost and productivity.
• Provide data-driven insights to leadership for decision-making on people priorities.
• Maintain documentation and reporting accuracy at 100%.

I. Stakeholder Management

• Build strong relationships with business, operations and clinical leaders to support people-related decisions.
• Act as a trusted advisor to centre heads on HR strategy, employee issues and organisation development.
• Liaise with corporate HR for policy implementation, compliance and process governance.