Human Resources Manager

RESPONSIBILITIES.

1. Defining the company culture, the attitudes and behaviors depicting the culture, training all team members on it , the culture should be a part of every member in the organization,

regular reviews should be carried out to find “culture gaps” and coach to improve the gaps.

2. Recruitment and onboarding: The retail HR manager is responsible for attracting and recruiting qualified candidates for open positions within the organization, as well as ensuring that new hires are properly onboarded and trained.

3. Employee relations: The retail HR manager is responsible for managing employee relations issues, such as grievances, conflicts, and performance issues in a diplomatic sense.

4. Compensation and benefits: The retail HR manager is responsible for managing the compensation and benefits programs within the organisation, ensuring that they are

competitive and align with the organisation's overall goals and objectives. All the competitors as well as similar players within the industry’s benefits structures should be well versed and

compared to the organisation’s for finding and mending gaps.

5. Training and development: The retail HR manager is responsible for developing and implementing training and development programs for every single role that help employees grow and develop their skills, knowledge, and abilities to rise to the next level.

6. Compliance: The retail HR manager is responsible for ensuring that the organisation complies with all employment laws, regulations, and policies, and that employees are aware of their rights and responsibilities.

7. Succession planning: The retail HR manager is responsible for developing and implementing succession planning strategies that ensure the organisation has a strong pipeline of future

leaders from within.

8. Data analysis and reporting: The role-player is responsible for collecting and analysing HR and operations data(inventory, profitability, expenses, legal, etc) and presenting reports that help the organisation make informed decisions about its workforce and store operations.

+. Design a process for onboarding the new hires.

10. TTT(train the team) should be 15 days long and only the graduated hires should be sent to the shops.

11. Design a pipeline of talent , design and monitor employer branding for attracting our target candidates. Devise and monitor a digital strategy for employer branding and talent acquisition.

12. Review weekly the Store heads on set parameters with the business head and gaps in competencies and plan relevant actions or coaching to close the gaps.

13. Define competencies, attitude and skill-sets that align with company's culture for different levels and each and every role of the career ladder and provide coaching for the same

14. Drive all stores to operational profitability by considering each store as one SBU, budgeting for man-power, cutting expenses without the essence of the brand being affectted, ensure quarterly sales and profit growth for every store.

15. All statutory compliances should be studied and all shops should be ensured adherence to the same