Head - Human Resource - Luxury Fashion

Role Purpose:

The Head - Human Resources will serve as a strategic partner to the leadership team, responsible for building a high-performance, brand-aligned, and scalable organization to support aggressive retail expansion and luxury positioning. The role will drive end-to-end HR strategy, including Talent Acquisition (Corporate & Retail), NSO hiring, Employer Branding, Leadership Development, and HR Operations Excellence.

Key Responsibilities:

1. HR Strategy & Business Partnership:

- Translate business growth plans into a comprehensive people strategy aligned with luxury brand standards.

- Partner with business leaders on workforce planning for retail expansion, e-commerce growth, and corporate functions.

- Drive organizational design, structure optimization, and succession planning.

2. Talent Acquisition & NSO Hiring:

- Lead end-to-end Talent Acquisition strategy across Corporate, Retail, Supply Chain, and Design functions.

- Build strong hiring pipelines for New Store Openings (NSO) including Store Managers, Stylists, Retail Operations, and support staff.

- Develop pre-opening hiring playbooks and manpower deployment models to ensure seamless store launches.

- Establish strong sourcing strategies for niche luxury talent through headhunting, industry mapping, and talent networking.

- Implement data-driven recruitment metrics: time-to-hire, quality-of-hire, cost-per-hire, and diversity benchmarks.

- Build campus partnerships and luxury retail talent channels.

3. Employer Branding & Talent Positioning:

- Position the organization as an Employer of Choice within the luxury retail ecosystem.

- Develop employer branding strategies aligned with brand aesthetics, culture, and customer promise.

- Leverage social media, LinkedIn, retail campaigns, and employee storytelling to attract premium talent.

- Strengthen candidate experience and onboarding journey reflective of luxury standards.

- Drive internal engagement initiatives that reinforce brand pride and retention.

4. Leadership & Talent Management:

- Drive succession planning and leadership pipeline development for corporate and retail leadership roles.

- Identify high-potential talent and build structured career progression frameworks.

- Design capability-building programs across retail excellence, customer experience, and brand representation.

- Partner with leadership for performance reviews and talent calibration.

5. Performance Management & Rewards:

- Develop performance frameworks aligned with sales targets, store KPIs, and customer experience benchmarks.

- Create incentive structures for retail teams linked to revenue, upselling, and clienteling metrics.

- Lead compensation benchmarking for luxury retail talent.

- Design recognition programs to reward top-performing stores and employees.

6. HR Operations & Retail HR Excellence:

- Ensure seamless HR operations across corporate offices and retail locations.

- Standardize onboarding, training, policy implementation, and employee lifecycle processes.

- Build strong HR presence in stores to maintain culture and service excellence.

- Oversee payroll, HRMS, and process automation.

7. Compliance & Governance:

- Ensure adherence to labor laws, Shops & Establishment Act, and retail-specific compliances.

- Drive audit readiness and strong documentation practices.

- Manage employee relations and conflict resolution with maturity and brand sensitivity.

Key Success Metrics:

- Successful execution of NSO hiring within timelines and budgets.

- Reduced retail attrition and improved store stability.

- Strong employer brand visibility in luxury talent market.

- Leadership bench strength for future expansion.

- High employee engagement and customer service alignment.