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Key Responsibilities Of The Role
- Talent Acquisition:
- Lead end-to-end recruitment for store-level roles including Store Managers, Assistant Managers, and Frontline Sales Staff.
- Partner with Area Managers and Store Leaders to understand manpower needs and workforce planning.
- Manage recruitment channels such as job portals, walk-ins, employee referrals, campus/job fairs, and local hiring agencies.
- Ensure hiring SLAs are met and that all stores are adequately staffed to support business operations.
- Coordinate offer rollouts, joining formalities, and onboarding experience for new hires.
- HR Business Partnering:
- Collaborate closely with Store Leadership to align people strategies with business objectives.
- Serve as a trusted advisor on workforce planning, talent engagement, and HR practices.
- Support change management initiatives and help drive business transformation at the ground level.
- Employee Engagement & Culture Building:
- Execute zonal and store-level employee engagement programs to boost morale and productivity.
- Promote a high-performance, inclusive, and value-driven workplace culture.
- Act on feedback from engagement surveys and implement action plans.
- Employee Relations & Compliance:
- Handle employee grievances and disciplinary matters with fairness and compliance.
- Ensure adherence to local labor laws, HR policies, and statutory requirements.
- Support audits, documentation, and legal processes as required.
- HR Operations & MIS:
- Coordinate with HR Operations for payroll inputs, attendance management, transfers, and exits.
- Maintain updated HR dashboards and analyze people metrics for decision-making.
- Attrition and Retention:
- Monitor attrition trends across stores and identify root causes for early exits or high turnover.
- Design and implement retention strategies to improve employee stickiness, especially in frontline roles.
- Conduct stay interviews, exit interviews, and pulse surveys to gather insights and build actionable plans.
- Collaborate with operations and HR teams to create a strong employee value proposition (EVP).