Regional Human Resources

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.