Collaborate with business leaders and department heads to develop and implement HR strategies that support overarching business objectives. Participate in strategic planning and workforce planning meetings to identify talent requirements, workforce gaps, and succession plans. Provide HR insights, data-driven recommendations, and trend analysis (turnover, absenteeism, performance metrics) to improve organizational effectiveness. Drive change management projects, culture initiatives, and employer branding activities across assigned business units. Partner with line managers to identify, attract, and retain top talent. Support and oversee end-to-end recruitment activities for assigned positions, including managing candidate pipelines, coordinating interviews, and maintaining metrics. Manage the onboarding and offboarding processes, ensuring smooth integration for new hires and compliant transitions for departing employees. Lead the annual performance management cycle, ensuring goal setting, appraisal completion, and alignment with KPIs are fair and objective. Identify high-potential employees and collaborate with leadership to implement career development and succession plans. Conduct training needs analysis (TNA), implement learning and development initiatives, and monitor training effectiveness and completion rates. Support performance improvement plans (PIPs) and employee coaching actions. Act as the primary point of contact for employee inquiries, concerns, and conflict resolution. Manage disciplinary actions, grievances, and investigations in collaboration with the HR Head, ensuring alignment with company policies and labor laws. Champion employee engagement and retention initiatives to promote a positive employee experience. Ensure strict compliance with local labor laws, internal procedures, and HR audits. Maintain accurate employee records and documentation regarding transfers, promotions, probation reviews, and payroll-related updates. Support compensation and benefits administration, including salary benchmarking, market data collection, and annual review cycles. Maintain flexibility to travel between branches as required to support localized HR initiatives.