Human Resources Business Partner

Key Responsibilities

A. Manpower Planning & Recruitment

• Work closely with Operations and Cluster Managers to understand manpower requirements across stores.
• Drive end-to-end recruitment for store-level positions, including Store Managers, Assistant Store Managers, and Frontline Sales Staff.
• Ensure timely closure of vacancies within defined Turnaround Time (TAT).
• Monitor manpower budgets, attrition, vacancies, and hiring plans across the assigned retail network.
• Maintain a talent pipeline for critical positions and upcoming new store openings.

B. Business Partnering & Stakeholder Management

• Act as the primary HR point of contact for Cluster Managers, Store Managers, and Retail Operations.
• Partner with business teams to address people-related challenges and improve workforce productivity.
• Conduct regular store visits to understand ground-level issues, employee concerns, and operational challenges.
• Provide HR insights and recommendations to improve employee retention, manpower productivity, and store performance.
• Ensure consistent implementation of HR policies and processes across all stores.

C. Employee Lifecycle Management

• Manage onboarding, induction, probation reviews, confirmation, transfers, promotions, and exit formalities.
• Ensure timely completion of joining documentation and employee records.
• Track employee movements and maintain accurate manpower data.
• Conduct exit interviews, analyse attrition trends, and recommend corrective actions.
• Ensure effective coordination between employees, Store Managers, Cluster Managers, and the HR team.

D. Employee Engagement & Retention

• Plan and implement employee engagement initiatives across stores.
• Drive recognition programmes, festival celebrations, employee communication, and other engagement activities.
• Monitor employee morale and identify potential retention risks.
• Analyse attrition trends by store, cluster, tenure, and designation.
• Work with Operations to improve employee experience and reduce avoidable attrition.

E. Performance Management & Capability Building

• Coordinate performance appraisal and goal-setting processes for retail employees.
• Support the implementation of KRAs, KPIs, and performance review mechanisms.
• Identify training needs in consultation with Operations and the Training team.
• Drive employee development initiatives for Store Managers, Assistant Store Managers, and frontline staff.
• Support succession planning and internal talent development for critical store positions.

F. Employee Relations & Grievance Management

• Address employee grievances and workplace concerns in a timely and professional manner.
• Support Store Managers and Cluster Managers in handling disciplinary matters and employee misconduct.
• Conduct preliminary investigations into employee complaints and workplace incidents, escalating sensitive cases as required.
• Support investigations relating to inventory shrinkage, pilferage, policy violations, and other employee-related concerns in coordination with the relevant stakeholders.
• Ensure fair and consistent application of company policies and disciplinary procedures.

G. HR Operations & Statutory Compliance

• Ensure adherence to HR policies, attendance, leave, and working-hour norms.
• Coordinate with HR Operations and Payroll teams to ensure accurate employee data and timely payroll inputs.
• Monitor statutory documentation and compliance requirements applicable to retail establishments.
• Ensure timely completion of employee documentation, separation formalities, and full-and-final settlement coordination.
• Maintain HR MIS and ensure the accuracy of manpower, attrition, hiring, and employee lifecycle data.

4. Candidate Profile

• Minimum 4 years of relevant HR experience , preferably in retail, apparel, fashion, lifestyle, or another multi-location business.
• Experience in managing HR activities across multiple stores or locations.
• Strong understanding of retail recruitment, employee lifecycle management, employee relations, and HR operations.
• Ability to work closely with business stakeholders and manage competing operational priorities.
• Good analytical skills with the ability to interpret attrition, manpower, and employee-related data.
• Strong communication, stakeholder management, problem-solving, and execution skills.
• Proficiency in MS Excel and HRMS platforms.
• Willingness to travel to stores as per business requirements.