Senior Human Resource Executive

The HR Business Partner (HRBP) - Retail serves as a strategic partner to retail leadership teams, driving people initiatives that support business objectives. The role is responsible for talent management, employee relations, workforce planning, performance management, organizational effectiveness, and ensuring compliance across retail operations. The HRBP acts as a trusted advisor to store and regional managers while fostering a high-performance, employee-centric culture.

Role & responsibilities

Strategic Business Partnership

• Partner with Regional Managers, and Store Managers to drive business performance through people strategies.
• Align HR initiatives with retail business goals, growth plans, and workforce requirements.
• Analyze workforce metrics and provide data-driven recommendations to improve productivity and employee engagement.

Talent Acquisition & Workforce Planning

• Collaborate with Talent Acquisition teams to ensure timely hiring for retail stores.
• Support manpower planning, succession planning, and talent pipeline development.
• Identify critical talent gaps and develop strategies to address them.

Employee Relations

• Manage employee relations matters including grievances, disciplinary actions, investigations, and conflict resolution.
• Coach managers on handling employee concerns and performance issues.
• Promote a positive employee experience and workplace culture.

Performance Management

• Drive performance review processes across retail functions.
• Support leaders in setting goals, conducting performance discussions, and implementing performance improvement plans.
• Identify high-potential employees and facilitate development opportunities.

Learning & Development

• Assess training needs and work with Learning & Development teams to implement relevant programs.
• Support leadership development initiatives for store managers and retail teams.
• Facilitate onboarding and employee development programs.

Employee Engagement & Retention

• Lead employee engagement initiatives and action plans.
• Analyze turnover trends and recommend retention strategies.
• Conduct stay interviews and exit interviews to gather insights.

HR Operations & Compliance

• Ensure compliance with labor laws, company policies, and retail HR processes.
• Support audits and maintain HR documentation.
• Monitor adherence to attendance, leave, disciplinary, and workplace policies.

Change Management

• Support organizational changes, restructuring, and transformation initiatives.
• Guide leaders in managing change effectively within retail operations.

HR Analytics & Reporting

• Track and analyze HR metrics including:
• Attrition
• Absenteeism
• Employee engagement
• Hiring effectiveness
• Performance ratings
• Diversity metrics