Cluster HR

Role Objective:

The Cluster HR is responsible for driving HR governance, manpower effectiveness,

compliance, performance systems, and employee experience across multiple locations in the

assigned cluster. The role ensures standardisation, capability building of Location HRs, and

alignment with business productivity goals, while acting as the key HR interface between

Location HRs and Manager HR.

Key Result Areas (KRAs) & Responsibilities:

1. Business Targets – Cluster Level Ownership

 Lead manpower planning and fulfilment for all locations in the cluster

 Monitor and control hiring TAT across locations, ensuring business continuity

 Drive multi-location attrition analysis, identify root causes and implement corrective

actions

 Monitor Sales & Service productivity-linked HR KPIs and flag people-related risks

 Ensure consistent onboarding quality and joining experience across locations

2. Process, SOP & Statutory Governance

 Ensure uniform adherence to HR policies & SOPs across all cluster locations

 Monitor and validate statutory compliance (PF, ESI, LWF, Bonus, Gratuity) at location

level

 Audit exit processes, F&F clearance timelines, and exit documentation

 Conduct multi-location HR file audits and ensure DISHA / DESI / DESS readiness

 Consolidate and review HR Visualisation Boards for governance and visibility

3. HRIS, PMS & Data Governance

 Ensure accuracy, completeness and discipline of HRIS data across locations

 Drive PMS calendar execution (goal setting, reviews, closures) for all units

 Prepare and submit cluster-level HR MIS & analytics to Manager HR

 Use HR data to highlight trends, risks, and improvement opportunities

4. Employee Experience & Retention

 Ensure execution of employee engagement calendar across all locations

 Monitor grievance redressal TAT, escalations, and closure quality

 Lead retention initiatives, with focus on infant and undesired attrition

 Act as the second-level HR escalation authority for employee issues

5. Team Development & Capability Building

 Coach, mentor, and develop Location HR teams

 Drive capability building, process maturity, and role effectiveness of Location HRs

 Coordinate with L&D / DCTC for skill training plans aligned to business needs

 Identify capability gaps and recommend training or structural improvements

6. Self Development & Culture Alignment

 Complete at least one HR capability development program annually

 Act as a culture carrier, demonstrating company values:

o Result Orientation

o Process Orientation

o Collaboration

o Customer Focus

o Respect for People & Process

Key Interfaces:

Internal:

 Location HRs

 Location Heads, Sales & Service Heads

 Manager HR, Corporate HR, DCTC

External:

 Statutory Bodies / Govt. Officials

 Partners & Vendors

Decision-Making Authority

 Cluster-level manpower prioritisation & hiring escalations

 HR audit observations & corrective actions

 Engagement & retention interventions

 Escalation handling for employee relations cases

Qualification & Experience:

 Qualification: MBA / PGDM – HR

 Experience: 5–8 years in HR Operations / Multi-location HR role

 Exposure: Automotive / Retail / Multi-unit operations preferred

Performance Measurement

Performance will be measured through the Cluster HR KPI Scorecard covering:

 Business manpower effectiveness

 Compliance & audit readiness

 HR systems & PMS discipline

 Employee experience & retention

•  Team capability & values alignment