Deputy Manager

Role & responsibilities

1. Employee Experience & Engagement

• Drive superior employee experience across stores through governance, PJP and structured interventions.
• Dive the culture of continuous communication through RAP (Review & Action Planning) sessions, ensuring timely closure of action items.
• 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 energy and pride.

2. Talent Management & Retention

• Develop and implement engagement and retention strategies for top talent (RGMs and TM and FTRGMs) 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

• Ensure smooth employee relations in the Zone 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 / regions operate with optimum staffing ("Team in Place") as per PDPS plans.
• Drive manpower planning and deployment across stores based on business needs.
• Closely monitor and guide People Department Managers to drive people agenda.

5. Performance Management

• Drive performance reviews and capability building for Restaurant General Managers (RGMs):

• Conduct IDP reviews for high performers

• 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
• 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.

Preferred candidate profile

• MBA / PGDM in Human Resources or equivalent, experience in Retail / QSR / Multi-unit HR operations
• Proven track record in store HR, ER management, and talent development