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JOB DESCRIPTION: Head – HR
Function/ Department – Retail HR
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JOB PURPOSE
The Head – HR is responsible for developing and implementing HR strategies and initiatives that align with the organization's business objectives. This role will oversee all aspects of HR, including talent acquisition, talent management, compensation and benefits, employee relations, HR analytics, and compliance.
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ORGANISATIONAL CHART
(First level reporting chart for the job)
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PRINCIPAL ACCOUNTABILITIES
(Accountabilities associated with the job)
Functional Capability:
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Develop and implement HR strategies that align with the organization's business objectives
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Oversee the talent acquisition function, ensuring the organization attracts and hires top talent
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Develop and implement talent management strategies, including performance management, career development, and succession planning
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Develop and implement compensation and benefits programs that are competitive and cost-effective
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Oversee the employee relations function, ensuring that employees are engaged, motivated, and productive
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Develop and implement HR analytics strategies to measure and report on HR metrics, including turnover, employee engagement, and diversity
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Ensure compliance with all employment laws and regulations
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Manage the HR budget, ensuring that resources are allocated effectively CEO – Retail
Head – HR
Lead – Talent
Acquisition
HR Operations
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Build and maintain strong relationships with internal stakeholders, including business leaders, functional leaders, and other HR leaders
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Lead and manage the HR team, providing coaching, feedback, and development opportunities to ensure the team is high-performing and engaged
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Coordinate with vendors for timely execution of payroll and other compliance related matters
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Support a fast manpower ramp up plan for the retail business in line with the business expansion plans
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Set standards for onboarding of store staff & induction into the “Wagh-Bakri way” for retail business
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Drive skilling and development of store staff. Partner with local training and development partners to develop content and deploy trainings
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Establish processes for store staff for performance measurement, talent development, career progression, engagement, and retention
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Own all labor related compliances & work with store managers and retail operations to audit and track store level compliances
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Set processes to measure engagement levels on a regular basis to gauge the pulse of the organization
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Work towards improving the Employee Engagement Index across all levels in the Retail business by conceptualizing and implementing various employee development and engagement initiatives.
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Develop and deliver the organization’s engagement objectives. Planning and own the calendar of activity, supporting to increase levels of employee engagement.
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Initiate and implement innovative Team building and collaborative initiatives that helped improve engagement levels at leadership levels and core working teams
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Ensure development, provision of opportunities and appropriate growth in role (fast-track and otherwise) to arrest attrition of high-potential resources
SKILLS AND KNOWLEDGE
(Minimum acceptable proficiency for this job which best indicates the education and/or experience requirements of this job and not the incumbent).
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Education: Bachelors Degree |Specialisation in HR preferred
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Experience:
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12+ years of experience in a retail/ QSR set up
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Should have a background of working on consumer business
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Strong at core HR – talent acquisition, talent management and rewards. Very strong operational background
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Key Capabilities
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Strong at stakeholder management
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Ability to build networks within the organization
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Action Oriented – High Energy, High on execution
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Change Agile – Able to drive transformation
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Collaborative
KRA & KPIs
(Minimum acceptable proficiency for this job which best indicates the education and/or experience requirements of this job and not the incumbent)
KRA
KPI
Organizational productivity
Revenue/employee
Optimization of operating costs
Adherance to annual HR & Admin budget
Customer Experience
Internal customer satisfaction
Employee Enagement Score
HR Process Management
Adherance to internal SLAs
Adherance to learning & leadership development plans
Manpower planning & recruitment
Availability of manpower in key/strategic roles
Business & Employee Connect
Adherance to employee & business leader connect plan
Talent Acquisition
# of positions closed within 60 days
Succession pipeline
succession pipleline: number of ready, in development successors per critical role