Job Description
Job Description
PURPOSE OF THE ROLE: This role is responsible to provide business partnership support to the region towards lifecycle of employees with the primary objective of driving change and growth. This role is required to lead the implementation of HR initiatives including Talent Acquisition, Performance management, Rewards and Recognition, Employee Engagement, Learning & development for the Demand and Supply functions in the region. This role is also responsible for influencing and enabling sound organization design and talent decisions through front ending with respective departments on the basis of rigorous analytics / data-based decision making.
Qualification
TYPICAL ROLE REQUIREMENTS
• Post Graduate in HR/ER/Social Sciences
• Preferably from a reputed institute
Experience
• 8 - 12 years’ experience in HRBP
• 2-3 years’ experience in leadership roles
Knowledge & Skills
• Knowledge in Indian Labour Laws with operational experience in IR for manufacturing units.
• Strong Learning & Development / OD exposure to Support leadership
• Sound HR exposure in areas of talent management and development
Best suited for someone who
• Can influence and manage perceptions at regional management levels
• Is politically savvy
• Advises the team on how best to mitigate high pressure situations with minimal risk
• Likes taking on roles which are operationally intensive
• Can build a strong team
AREAS OF RESPONSIBILITY
PERFORMANCE MEASURES (QUANTITATIVE / QUALITATIVE)
1 Strategic HR Business Partnering for the region
• Work closely with Head - Delivery Organization and Functional Heads to transform & align people agenda and strategies to Business objectives with a focus on capability building and performance enablement
• Understand the region priorities and field (supply and demand) goals to identify field level HR levers enabling performance; Draw out the HR Supply Priorities and plans aligned to
• Contribute towards co-creation of HR Policies & Process in line with organizational culture, business needs and talent management
• Partner key Stakeholders and Business Leaders to deliver high efficiency in HR services on day-to-day basis.
2 Change Management & New Initiatives
• Work with functional heads to design OD and Change Management strategies for the region. Extend up to Implementation and Monitoring level.
• Drive business leadership to influence the team in adopting and implementation change / HR initiatives such as P4Gs, FRCs etc.
• Utilize effective engagement activities in communicating change through events and regular training
• Connect with all levels of management at regional and HO level to facilitate change
• Use inputs from various organizational forums, to identify HR interventions that can enhance organizational effectiveness and drive such initiatives
• Drive & own Value survey Actionables across Demand and Supply Field functions
3 IR and Compliance
• Guide and co-ordinate with the plant HR team on systems and policies; Anchor LTS and other workforce management milestones in partnership with IR Specialist
• Mentor the plant HR team in line with IR strategy and transform agenda in manufacturing
• Guide resolution of issues and create an environment where risk is avoided
• Champion the embedding of a compliance culture within USL
4 Talent Acquisition
• Ensure that the right people with the right capabilities are in place; Work closely with Talent COE to ensure right external-internal talent mapping
• Monitor manpower utilization through productivity analysis and other MIS at both clusters and plants (full time, FTEs, contractual, casual)
• Participate in the Selection Process based on the Selection norms
5 Talent Management and Employee Engagement
• Participate in Regional Leadership Team meetings to address people priorities, action plans and key updates. Support business decisions with a view on Talent
• Provide HO with learning requirements for region for both functional and leadership capability development
• Anchor capability development for employees in partnership with Talent CoE
• Devise strategy for local engagement activities or roll out of Pan India / region engagement initiatives
• Lead Talent Reviews, career management and succession planning
• Lead Value Survey action planning for the region and roll out of Pan India VS Actions. Have joint ownership for VS results & culture building
6 Performance & Rewards
• Support in implementation of employee reward programs like increments, variable pay plans, performance-linked plans etc.
• Oversee implementation of the Performance Management process incl. P4Gs upholding principles
• Roll out monetary and non-monetary rewards and recognition initiatives for employees to drive high productivity and morale
• Embed High performance culture and drive transparency, fairness of practices
7 HR Operations
• Partner with regional leadership team to deliver high efficiency in HR processes on a day-to-day basis
• Guide and Co-ordinate with Field HR Supply for roll-out and implementation of systems and policies.
• Resolve any grievances of employees in order to maintain smooth and effective implementation of day to day HR operations
• Conduct periodic process audit at the units to ensure consistent implementation and take corrective action as required
• Take end-accountability on maintenance of key documents and database of region
Diversity statement
Celebrating our inclusive and diverse culture is core to Diageo’s purpose of “celebrating life every day everywhere”. This purpose is, in itself, inclusive in nature, as it values everybody irrespective of background, disability, religion, gender identity, sexuality or ethnicity.
We know that for our business to thrive and for Diageo to realize its ambition, we depend on having diverse talent with a range of backgrounds, skills, and capabilities in each of the 180 countries in which we operate and to reflect our broad consumer base. We view diversity as one of the key enablers that helps our business to grow and our values, purpose and standards set the conditions for us to respect the unique contribution each person brings.
Worker Type
Regular
Primary Location:
Goa Unit (Ponda)
Additional Locations :
Job Posting Start Date
2026-05-11
PURPOSE OF THE ROLE: This role is responsible to provide business partnership support to the region towards lifecycle of employees with the primary objective of driving change and growth. This role is required to lead the implementation of HR initiatives including Talent Acquisition, Performance management, Rewards and Recognition, Employee Engagement, Learning & development for the Demand and Supply functions in the region. This role is also responsible for influencing and enabling sound organization design and talent decisions through front ending with respective departments on the basis of rigorous analytics / data-based decision making.
Qualification
TYPICAL ROLE REQUIREMENTS
• Post Graduate in HR/ER/Social Sciences
• Preferably from a reputed institute
Experience
• 8 - 12 years’ experience in HRBP
• 2-3 years’ experience in leadership roles
Knowledge & Skills
• Knowledge in Indian Labour Laws with operational experience in IR for manufacturing units.
• Strong Learning & Development / OD exposure to Support leadership
• Sound HR exposure in areas of talent management and development
Best suited for someone who
• Can influence and manage perceptions at regional management levels
• Is politically savvy
• Advises the team on how best to mitigate high pressure situations with minimal risk
• Likes taking on roles which are operationally intensive
• Can build a strong team
AREAS OF RESPONSIBILITY
PERFORMANCE MEASURES (QUANTITATIVE / QUALITATIVE)
1 Strategic HR Business Partnering for the region
• Work closely with Head - Delivery Organization and Functional Heads to transform & align people agenda and strategies to Business objectives with a focus on capability building and performance enablement
• Understand the region priorities and field (supply and demand) goals to identify field level HR levers enabling performance; Draw out the HR Supply Priorities and plans aligned to
• Contribute towards co-creation of HR Policies & Process in line with organizational culture, business needs and talent management
• Partner key Stakeholders and Business Leaders to deliver high efficiency in HR services on day-to-day basis.
2 Change Management & New Initiatives
• Work with functional heads to design OD and Change Management strategies for the region. Extend up to Implementation and Monitoring level.
• Drive business leadership to influence the team in adopting and implementation change / HR initiatives such as P4Gs, FRCs etc.
• Utilize effective engagement activities in communicating change through events and regular training
• Connect with all levels of management at regional and HO level to facilitate change
• Use inputs from various organizational forums, to identify HR interventions that can enhance organizational effectiveness and drive such initiatives
• Drive & own Value survey Actionables across Demand and Supply Field functions
3 IR and Compliance
• Guide and co-ordinate with the plant HR team on systems and policies; Anchor LTS and other workforce management milestones in partnership with IR Specialist
• Mentor the plant HR team in line with IR strategy and transform agenda in manufacturing
• Guide resolution of issues and create an environment where risk is avoided
• Champion the embedding of a compliance culture within USL
4 Talent Acquisition
• Ensure that the right people with the right capabilities are in place; Work closely with Talent COE to ensure right external-internal talent mapping
• Monitor manpower utilization through productivity analysis and other MIS at both clusters and plants (full time, FTEs, contractual, casual)
• Participate in the Selection Process based on the Selection norms
5 Talent Management and Employee Engagement
• Participate in Regional Leadership Team meetings to address people priorities, action plans and key updates. Support business decisions with a view on Talent
• Provide HO with learning requirements for region for both functional and leadership capability development
• Anchor capability development for employees in partnership with Talent CoE
• Devise strategy for local engagement activities or roll out of Pan India / region engagement initiatives
• Lead Talent Reviews, career management and succession planning
• Lead Value Survey action planning for the region and roll out of Pan India VS Actions. Have joint ownership for VS results & culture building
6 Performance & Rewards
• Support in implementation of employee reward programs like increments, variable pay plans, performance-linked plans etc.
• Oversee implementation of the Performance Management process incl. P4Gs upholding principles
• Roll out monetary and non-monetary rewards and recognition initiatives for employees to drive high productivity and morale
• Embed High performance culture and drive transparency, fairness of practices
7 HR Operations
• Partner with regional leadership team to deliver high efficiency in HR processes on a day-to-day basis
• Guide and Co-ordinate with Field HR Supply for roll-out and implementation of systems and policies.
• Resolve any grievances of employees in order to maintain smooth and effective implementation of day to day HR operations
• Conduct periodic process audit at the units to ensure consistent implementation and take corrective action as required
• Take end-accountability on maintenance of key documents and database of region
Diversity statement
Celebrating our inclusive and diverse culture is core to Diageo’s purpose of “celebrating life every day everywhere”. This purpose is, in itself, inclusive in nature, as it values everybody irrespective of background, disability, religion, gender identity, sexuality or ethnicity.
We know that for our business to thrive and for Diageo to realize its ambition, we depend on having diverse talent with a range of backgrounds, skills, and capabilities in each of the 180 countries in which we operate and to reflect our broad consumer base. We view diversity as one of the key enablers that helps our business to grow and our values, purpose and standards set the conditions for us to respect the unique contribution each person brings.
Worker Type
Regular
Primary Location:
Goa Unit (Ponda)
Additional Locations :
Job Posting Start Date
2026-05-11
💡 Quick Summary
Seeking a career-building opportunity? The Manager | Unit HR position is now open for candidates interested in the Human Resource (HR) Jobs sector. This role in Panaji offers a professional environment and growth potential.
Requirement Snapshot: Candidates should possess basic communication skills, a proactive attitude, and the ability to work in a team. Experience in Human Resource (HR) Jobs is a plus.
