Senior HR Business Partner - Hospitality/Retail
Verified Company · Gurugram · onsite · Posted 64d ago
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About this role
Job Description - Senior HR Business Partner (Hospitality/Retail):
Position: Senior HR Business Partner (HRBP)
Location: Gurugram
Industry Preference: Hospitality / Hotels / Retail
Experience: 5+ Years
Role Overview:
We are seeking a seasoned Senior HR Business Partner with a strong background in Hospitality or Retail, combining hands-on experience in hotel/field HR operations with strategic HR business partnering. The role will be responsible for driving people strategy, workforce planning, HR analytics, organizational effectiveness, talent management, succession planning, learning & development, and manpower budgeting to support business growth and operational excellence.
Key Responsibilities:
Strategic HR Business Partnering:
- Partner with business leaders to align people strategy with business objectives and growth plans.
- Act as a trusted advisor on organization design, workforce productivity, talent strategy, and employee engagement.
- Drive HR interventions that improve business performance, operational efficiency, and employee experience.
- Support change management initiatives, business transformation projects, and organizational restructuring efforts.
HR Analytics & Business Insights:
- Develop and monitor HR dashboards and people analytics to provide actionable insights to leadership.
- Analyze workforce metrics including productivity, attrition, absenteeism, manpower utilization and employee turnover trends.
- Leverage data-driven insights to influence workforce decisions, improve retention, and optimize manpower deployment.
Workforce Planning, Budgeting & Cost Management:
- Lead annual manpower planning and workforce forecasting in alignment with business requirements.
- Drive manpower budgeting, headcount planning, and labor cost optimization initiatives.
- Monitor recruitment costs, employee costs, and productivity ratios to ensure adherence to budget targets.
- Partner with Finance and Operations teams to develop workforce plans supporting expansion and business growth.
Talent Management & Succession Planning:
- Design and execute talent review frameworks, succession planning processes, and leadership pipelines.
- Identify critical roles and create talent readiness plans for future business requirements.
- Facilitate performance management cycles and calibration discussions to ensure high-performance culture.
- Support leadership development and internal mobility initiatives.
Learning & Development:
- Conduct Training Needs Analysis (TNA) aligned to business priorities and competency requirements.
- Develop and implement capability-building programs for frontline, supervisory, and leadership employees.
- Track training effectiveness, learning ROI, and capability enhancement metrics.
- Build career development pathways to improve employee retention and engagement.
HR Operations & Employee Relations:
- Oversee end-to-end HR operations across hotel properties, stores, or business units.
- Ensure compliance with labor laws, statutory requirements, company policies, and audit standards.
- Manage employee relations, grievance handling, disciplinary matters, and employee engagement initiatives.
- Support payroll governance, attendance management, and HR process excellence.
Stakeholder & Team Management:
- Collaborate closely with Operations, Finance, Learning, Talent Acquisition, and Corporate HR teams.
- Lead and mentor HR teams across multiple locations/business units.
- Drive a culture of accountability, service excellence, and continuous improvement.
Desired Candidate Profile:
- MBA/PGDM in Human Resources from a reputed institution.
- 5+ years of progressive HR experience with significant exposure to Hospitality, Hotels, Retail, QSR, or multi-unit operations.
- Proven experience in HR Business Partnering and HR Operations.
- Strong expertise in workforce planning, manpower budgeting, labor cost management, and HR analytics.
- Experience in talent management, succession planning, organizational development, and learning initiatives.
- Excellent analytical skills with proficiency in HR dashboards, Excel, or HR analytics tools.
- Strong understanding of employee relations in operational environments.
- Ability to influence senior stakeholders and drive business-focused HR outcomes.
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