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.
2. 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.
3. 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.
4. 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.
5. 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.
6. 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.
7. 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 strong 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.
