Key Responsibilities

1.

Workforce

Planning &

- Talent Availability
- Drive workforce planning aligned to business growth, NSO expansion, and attrition trends.
- Build robust frontline talent pipelines across critical roles.
- Partner with Talent Acquisition to ensure timely hiring and manpower availability.
- Develop internal and external talent pools for future leadership positions.

2.

Frontline Talent

Quality &

- Capability Building
- Drive end-to-end hiring, onboarding, and assessment processes for frontline leadership roles.
- Ensure adherence to defined success profiles and hiring standards.
- Lead talent quality improvement initiatives across prioritized business locations.
- Partner with operations leaders to improve capability and performance of frontline managers.

3. Performance &

- High-Performance Culture

- Facilitate performance management processes and action planning for low performers.
- Support calibration, talent reviews, and succession planning discussions.
- Drive performance-linked interventions and talent decisions.
- Partner with business leaders to build high-performing teams and strengthen leadership benches

4.

Employee

Engagement &

- Retention
- Drive employee engagement initiatives across stores and regional teams.
- Enable career progression and internal mobility for frontline and leadership roles.
- Promote employee wellness programs, benefits awareness, and recognition initiatives.
- Monitor attrition trends and implement actions to improve retention

5.

Organization

Effectiveness &

- Productivity
- Influence workforce productivity through optimal organization structures and manpower deployment.




- Monitor people costs and support cost optimization initiatives.
- Drive internal hiring and development to improve talent utilization.
- Partner with finance and business leaders to balance growth and productivity objectives.

6. Strategic &

- National Projects

- Lead and implement strategic HR initiatives and transformation projects.
- Drive region-wide adoption of capability-building and leadership development programs.
- Partner with corporate HR teams on enterprise-wide talent and organizational priorities.
- Track project outcomes and business impact.

7.

Employee

Relations, Compliance &

- Governance
- Ensure compliance with POSH, labor laws, company policies, and statutory requirements.
- Drive awareness, communication, and training related to workplace conduct and compliance.
- Manage employee relations matters and support fair resolution of cases.
- Maintain solid governance and risk management practices across the region.

Key Performance Indicators (KPIs)

- Workforce Availability
- Quality of Hiring
- Internal Talent Movement
- Leadership Pipeline Strength
- Employee Engagement Scores
- Regretted Attrition
- People Cost Management
- Productivity Metrics
- Performance Management Closure
- Compliance &
- POSH Completion
- Strategic Project Delivery

Desired Experience

- 8-12+ years of HRBP experience in retail, QSR, FMCG, hospitality, manufacturing, or large workforce environments.
- Proven experience partnering with regional or multi-location business leaders.
- Strong exposure to talent management, organization design, employee relations, and leadership hiring.
- Experience handling large frontline employee populations.

📌 RHR|DPI West 1| (India)
🏢 Jubilant Corporate
📍 India