Job Details
The Regional People Operations Manager will design, operationalize, and govern the People Operations function for Pandora’s Dmart network across 11 countries. The role’s mandate is to transform a currently decentralized workforce model into a standardized, data-driven function that delivers measurable improvements in workforce stability, productivity, and cost efficiency.
This position serves as the regional owner for all workforce lifecycle processes — from hiring and onboarding to performance, progression, and compensation governance — ensuring that operational outcomes and people strategies are fully aligned.
Core Responsibilities
1. Functional Design & Governance
Establish the regional People Operations blueprint, covering all lifecycle pillars: hiring, onboarding, training, performance, progression, compensation, and communication.
Define and cascade standards, policies, and tools to ensure harmonized execution across all 11 countries.
Build regional governance mechanisms (cadences, dashboards, and KPI reviews) with Operations and People teams.
2. Workforce Effectiveness & Cost Management
Quantify and monitor workforce cost drivers, including hiring, training, and turnover costs.
Identify and execute interventions to reduce early turnover (first 90 days) and improve time-to-productivity.
3. Operational Implementation & Scaling
Lead the diagnostic-to-implementation roadmap: mapping current processes, defining standards, piloting solutions, and managing regional scale-up.
Partner with local operations and agencies to align hiring models, contract terms, and performance standards.
Oversee the establishment of a regional training and onboarding framework, including completion tracking and impact measurement.
4. Talent Progression & Performance Management
Develop a regional framework for progression from Picker → Senior Picker → Store Manager, with clear eligibility criteria and transparency.
Support Operations in identifying high performers for promotion and implementing structured improvement plans for low performers.
Create feedback loops to ensure local performance management aligns with regional productivity goals.
5. Compensation & Communication Frameworks
Standardize KPIs and evaluation criteria for variable compensation schemes across countries.
Implement governance to track the ratio of fixed vs. variable pay and its correlation with performance outcomes.
Define regional communication architecture (frequency, channels, ownership) to ensure consistent messaging across all Dmarts.
Profile Requirements
Experience: 8–10 years in People Operations, HR Strategy, or Workforce Management with regional scope
Background: Experience in logistics, retail, or operations-intensive industries preferres
Analytical and problem-solving capability (quantitative impact orientation)
Proven process design and governance experience
Strong stakeholder management across multi-country, matrix environments
Data fluency — ability to connect workforce data to operational performance
Education: Bachelor’s degree required; Master’s preferred
Languages: Fluent English; other regional languages a plus
Additional Information
We believe diversity and inclusion are key to creating not only an exciting product, but also an amazing customer and employee experience. Fostering this starts with hiring - therefore we do not discriminate on the basis of racial identities, religious beliefs, color, national origin, gender identities or expressions, sexual orientations, age, marital or disability statuses, or any other aspect that makes you, you.
We encourage you to let us know if you need any accommodations or specific accessibility support to ensure a smooth interview experience—just let us know with an email to our Inclusion Officer at inclusion@deliveryhero.cominclude it in your application.
Severely disabled applicants with equal qualifications will be given preferential consideration.
You're welcome to share your pronouns (he/she/they) right from the start so we can address you respectfully from our first contact.
