The Manager – Corporate HR will act as the HR Business Partner for the Retail & Marketing functions, partnering closely with business leaders to drive talent management, capability building, workforce effectiveness, and people initiatives that support business growth.
The role will lead the execution of talent and organizational development programs,
strengthen leadership and frontline capability, and drive HR interventions across the
employee lifecycle. In addition, the role will provide governance over recruitment, workforce planning, HR analytics, and key people processes while collaborating with Regional HR teams and HR Centres of Excellence to ensure consistent and high-quality execution.

As an Individual Contributor, the role combines strategic business partnering with hands-on execution of people initiatives and HR transformation projects.

Key Responsibilities

1. HR Business Partnership
 Partner directly with Retail & Marketing leadership to understand business priorities
and translate them into people solutions.
 Provide proactive HR advice on organization effectiveness, workforce capability,
employee performance, and talent development.
 Identify people risks and recommend appropriate interventions.
 Support organizational change, business transformation, and culture initiatives.
 Drive employee engagement and retention initiatives for assigned business
functions.

2. Talent Management & Capability Building (Primary Responsibility)
 Lead talent management initiatives across Retail & Marketing in partnership with business leaders.
 Drive succession planning, talent reviews, and identification of high-potential
employees.
 Develop capability-building roadmaps aligned with business priorities.
 Partner with Learning & Development to design and implement leadership,
managerial, and frontline development programs.
 Track learning effectiveness and capability improvement through business and HR




metrics.
 Identify capability gaps and recommend interventions to improve workforce
productivity and readiness.
 Support career development and internal mobility initiatives.

3. Workforce Planning & Talent Acquisition Governance
 Partner with business leaders on manpower planning and workforce forecasting.

 Drive recruitment governance to ensure timely and quality hiring.
 Build sustainable sourcing channels for frontline and critical positions.
 Monitor hiring dashboards, source effectiveness, quality of hire, and recruitment
productivity.
 Work closely with Talent Acquisition and Regional HR teams to improve hiring
outcomes.

4. HR Analytics & Workforce Effectiveness
 Provide people insights through workforce analytics and HR dashboards.
 Analyze productivity, attrition, manpower trends, capability metrics, and engagement
data.
 Present actionable recommendations to business leaders.
 Drive data-based decision making across people initiatives.

5. HR Process Excellence & Projects
 Drive continuous improvement and standardization of HR processes.
 Lead HR transformation and automation initiatives.
 Manage cross-functional HR projects focused on improving employee experience
and operational efficiency.
 Ensure governance and compliance across HR processes.

6. Vendor & Workforce Governance
 Manage staffing partners and manpower vendors.
 Monitor vendor performance, SLAs, compliance, and workforce quality.

7. Employee Experience & Culture
 Drive engagement initiatives aligned with business priorities.
 Support employee listening mechanisms and action planning.
 Partner with leaders to improve employee experience and organizational culture.
 Measure effectiveness of engagement initiatives and recommend improvements.

Experience
 10–15 years of progressive HR experience in HR Business Partnering, Talent
Management, Learning & Development, or Corporate HR.

📌 General Manager - HRBP (Gurugram)
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📍 Gurugram