HRBP- Specialist

The HR Business Partner Specialist serves as a strategic advisor and business partner to Retail, Commercial and Go-To-Market (GTM) leaders, translating business objectives into people strategies that drive profitable growth, workforce productivity and organisational effectiveness. This role goes beyond traditional HR support and actively leverages workforce planning, talent management, organisational design, leadership development and people analytics to improve business performance, employee experience and future organisational capability.

Key Responsibilities:

1. Strategic Business Partnership & Organisation Effectiveness

• Act as a trusted advisor and thought partner to Retail, GTM and Functional leaders.

• Translate business priorities, growth ambitions and operating challenges into actionable people strategies.

• Influence leadership teams on organisation effectiveness, talent risks, workforce capability and future readiness.

• Drive data-led decision making through people insights, workforce trends and predictive talent analytics.

• Support strategic business transformation, organisational change and new ways of working.

2. Organisation Effectiveness & Workforce Strategy

• Lead organisation design, workforce modelling and operating model effectiveness initiatives.

• Partner with business leaders to ensure optimum structures, spans, layers and role clarity.

• Develop workforce plans aligned to sales growth, expansion plans and productivity objectives.

• Identify capability gaps and create interventions to future-proof the organisation.

• Drive change management initiatives supporting business transformation and growth.

3. Retail Workforce Planning & Productivity

• Own strategic workforce planning for retail populations across brands and formats

• Partner with Retail Operations and Commercial leaders to optimise counter staffing, deployment and workforce utilisation.

• Monitor productivity metrics, vacancy levels, manpower costs and staffing effectiveness.

• Drive workforce cost optimisation while maintaining customer experience and business performance.

• Establish robust manpower planning and forecasting frameworks

linked to commercial objective

4. Employee Relations & Governance

• Provide expert guidance on employee relations, disciplinary matters and complex workforce issues.

• Partner with leaders to manage sensitive people matters with fairness, consistency and business pragmatism.

• Ensure compliance with labour laws, internal policies and employment practices.

• Mitigate organisational and people-related risks proactively.

• Maintain strong governance standards across retail and GTM populations.

5. Employee Experience, Engagement & Culture

• Develop targeted interventions to improve engagement, retention and employee experience.

• Analyze attrition patterns and implement sustainable retention solutions.

• Support leadership teams in fostering an inclusive, high-trust and high-performing culture.

• Champion values, employee wellbeing and DEIB initiatives.

• Drive continuous listening and action planning to improve organisational health.

6. People Analytics & Business Insights: - Build and manage people dashboards covering:

• Headcount

• Productivity

• Attrition

• Vacancies

• Talent Health

• Succession Coverage

• Workforce Cost

• Engagement Metrics

• Translate insights into business recommendations and measurable interventions.

• Use workforce and organisational data to influence strategic decision-making.

Desired Candidate Profile: Education • MBA / PGDM in Human Resources or equivalent. • Certification in Organisation Development, SHRM, Workforce Planning or HR Analytics will be advantageous. Experience • 10-15 years of progressive HR experience. • Significant HRBP experience supporting retail, sales, commercial or field-driven populations. • Strong exposure to multi-location workforce environments. • Experience within Luxury, Beauty, Fashion, Retail, FMCG or Consumer businesses preferred. • Demonstrated success partnering senior business leaders and influencing strategic decisions.