Company: Premium Apple Reseller & Retail Partner

Location: Gurugram / Gurgaon - Corporate Office, India

Reporting To: Chief Executive Officer (CEO) / Managing Director

Team Size: HR Leadership Team and Regional HR Organization

Business Scale: 100 Retail Stores | 1,200 Employees | ₹5,000 Crore Revenue

Growth Agenda: Expansion across India and APAC Markets

Work from Office - 6 days a week.

Position Summary The Vice President - Human Resources will be a key member of the executive leadership team responsible for defining and executing the people, culture, organization, and workforce strategy required to support the company's next phase of growth.

The role will oversee all aspects of Human Resources including Talent Acquisition, Organizational Development, Culture, Learning & Leadership Development, Compensation & Benefits, Employee Experience, HR Operations, Compliance, People Analytics, and Digital HR Transformation.

The incumbent will play a pivotal role in building a world-class retail organization, developing leadership capability, enhancing workforce productivity, and establishing scalable people practices to support business growth across India and future expansion into APAC markets.

Key Responsibilities

1. HR Strategy & Business Partnership

- Develop and execute an integrated people strategy aligned with the organization's business goals, store expansion plans, revenue growth objectives, and international growth agenda.
- Serve as a strategic advisor to the CEO and executive leadership team on workforce, culture, organization design, talent, and business transformation.
- Build workforce plans that support retail expansion, corporate growth, digital commerce, and regional market development.
- Drive initiatives that improve organizational effectiveness, productivity, operational excellence, and business performance.
- Establish HR as a strategic business enabler contributing directly to profitability, customer experience, and sustainable growth.

2. Organizational Design & Transformation

- Lead organization design initiatives to create scalable structures capable of supporting rapid growth across multiple geographies.
- Drive enterprise-wide change management and transformation programs.
- Develop workforce capability frameworks to support future business requirements.
- Partner with business leaders to redesign roles, operating models, and team structures as the organization scales.
- Build organizational agility while maintaining a high-performance culture.

3. International Expansion & APAC Growth

- Develop HR strategies and operating models to support expansion into international and APAC markets.
- Establish people policies, governance frameworks, and compliance standards for new countries and jurisdictions.
- Partner with leadership teams to build local hiring strategies and talent acquisition capabilities in new markets.
- Design and implement cross-border talent mobility and leadership deployment programs.
- Support cultural integration and localization efforts while preserving organizational values and employee experience consistency.
- Ensure adherence to employment legislation, compensation practices, immigration requirements,



and regulatory obligations across geographies.

4. Talent Acquisition & Employer Branding

- Build a scalable talent acquisition strategy to support rapid expansion of retail stores and corporate functions.
- Develop solid pipelines for store leadership, frontline retail talent, corporate functions, and executive leadership roles.
- Position the company as an employer of choice within retail, technology, and consumer-facing industries.
- Strengthen the Employer Value Proposition (EVP) and employer brand across digital and social channels.
- Establish partnerships with premier educational institutions, industry associations, and executive search firms.
- Drive innovative recruitment practices and AI-enabled talent acquisition solutions.

5. Leadership Development & Succession Planning

- Establish a robust succession planning framework for all mission-critical positions.
- Create leadership pipelines for store managers, regional leaders, and corporate leadership roles.
- Design and implement executive development and leadership capability programs.
- Build a future-ready leadership academy focused on developing high-potential talent.
- Partner with business leaders to identify and accelerate key talent across the organization.
- Drive internal mobility and career progression initiatives to support long-term retention.

6. Culture, Employee Experience & Engagement

- Build and sustain a high-performance, customer-centric culture aligned to the premium standards of the Apple ecosystem.
- Champion organizational values centered on innovation, accountability, customer obsession, collaboration, and operational excellence.
- Design employee engagement programs that drive commitment, productivity, and retention.
- Lead employee listening mechanisms including engagement surveys, pulse surveys, and feedback programs.
- Develop recognition and rewards frameworks that reinforce desired behaviors and business outcomes.
- Promote diversity, inclusion, well-being, and employee experience initiatives across the organization.

7. Compensation, Rewards & Workforce Economics

- Design competitive compensation and benefits programs aligned to market benchmarks and business objectives.
- Build performance-linked incentive programs for retail, operational, and corporate teams.
- Partner with business leaders on workforce cost optimization and manpower productivity planning.
- Lead annual compensation reviews, variable pay programs, and reward strategies.
- Ensure pay equity, governance, and market competitiveness across all employee groups.

8. HR Operations, Compliance & Employee Relations

- Lead HR operations across all retail locations, regional offices, and corporate functions.
- Ensure full compliance with labor laws, employment regulations, statutory requirements, POSH frameworks, and workplace policies.




- Establish robust employee relations frameworks and grievance redressal mechanisms.
- Drive consistency in HR policies and practices across all locations.
- Conduct regular compliance reviews, internal audits, and risk assessments.
- Develop governance frameworks supporting future investor expectations and international expansion.

9. Learning, Capability Development & Retail Excellence

- Develop an enterprise learning strategy that supports customer experience excellence, leadership capability, product knowledge, and future-ready skills.
- Ensure continuous learning and certification programs for customer-facing employees.
- Build management development programs designed to create future business leaders.
- Establish competency frameworks across all levels of the organization.
- Partner with operational leaders to identify capability gaps and implement development interventions.

10. Digital HR Transformation & People Analytics

- Lead the HR technology roadmap, including HRMS, talent management platforms, workforce planning, learning technologies, and employee experience solutions.
- Drive automation and digitization of key HR processes.
- Leverage AI, analytics, and predictive insights to improve workforce planning, retention, and productivity.
- Build real-time people dashboards for executive decision-making.
- Establish data governance and analytics capabilities across the HR function.

Key Metrics

- Revenue per employee
- Revenue per store employee
- Store productivity
- Employee engagement scores
- Employee Net Promoter Score (eNPS)
- Voluntary attrition
- Time-to-fill
- Quality of hire
- Internal mobility ratio
- Leadership bench strength
- Diversity metrics
- Learning effectiveness
- Succession readiness

Education & Experience

Education

- Full-time MBA / PGDM in Human Resources, Labor Relations, Personnel Management, Organizational Development, or related discipline from a reputed institution.

Experience

- 18 to 20 years of progressive HR leadership experience.
- Minimum 7 years in a Head HR, Vice President HR, CHRO, or equivalent enterprise leadership role.
- Demonstrated experience managing large, geographically distributed workforces of 1,500 employees.
- Proven experience supporting rapid business growth, transformation, multi-location operations, and organizational scaling.
- Exposure to international business environments and APAC expansion initiatives preferred.

Preferred Industry Background

- Organized Retail
- Consumer Electronics
- Omni-channel Commerce
- Luxury Retail

Success Profile The ideal candidate combines the strategic mindset of a CHRO with the execution capability of a transformational business leader. They bring deep expertise in managing large-scale retail workforces, building high-performance cultures, leveraging technology for people transformation, and leading organizations through rapid growth and international expansion.

They will be equally comfortable discussing business strategy with the CEO, workforce productivity with operational leaders, leadership succession with the Board, and employee engagement initiatives across the retail network.

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