Key Responsibilities

A.

Manpower

Planning &

- Recruitment

- Work closely with Operations and Cluster Managers to understand manpower requirements across stores.

- Drive end-to-end recruitment for store-level positions, including Store Managers, Assistant Store Managers, and Frontline Sales Staff.

- Ensure timely closure of vacancies within defined Turnaround Time (TAT).

- Monitor manpower budgets, attrition, vacancies, and hiring plans across the assigned retail network.

- Maintain a talent pipeline for critical positions and upcoming new store openings.

B.

Business

Partnering &

- Stakeholder Management

- Act as the primary HR point of contact for Cluster Managers, Store Managers, and Retail Operations.

- Partner with business teams to address people-related challenges and improve workforce productivity.

- Conduct regular store visits to understand ground-level issues, employee concerns, and operational challenges.

- Provide HR insights and recommendations to improve employee retention, manpower productivity, and store performance.

- Ensure consistent implementation of HR policies and processes across all stores.

C.

Employee Lifecycle

Management

- Manage onboarding, induction, probation reviews, confirmation, transfers, promotions, and exit formalities.

- Ensure timely completion of joining documentation and employee records.

- Track employee movements and maintain accurate manpower data.

- Conduct exit interviews, analyse attrition trends, and recommend corrective actions.

- Ensure effective coordination between employees, Store Managers, Cluster Managers, and the HR team.

D.

Employee

Engagement &

- Retention





- Plan and implement employee engagement initiatives across stores.

- Drive recognition programmes, festival celebrations, employee communication, and other engagement activities.

- Monitor employee morale and identify potential retention risks.

- Analyse attrition trends by store, cluster, tenure, and designation.

- Work with Operations to improve employee experience and reduce avoidable attrition.

E.

Performance

Management &

- Capability Building

- Coordinate performance appraisal and goal-setting processes for retail employees.

- Support the implementation of KRAs, KPIs, and performance review mechanisms.

- Identify training needs in consultation with Operations and the Training team.

- Drive employee development initiatives for Store Managers, Assistant Store Managers, and frontline staff.

- Support succession planning and internal talent development for critical store positions.

F.

Employee

Relations &

- Grievance Management

- Address employee grievances and workplace concerns in a timely and professional manner.

- Support Store Managers and Cluster Managers in handling disciplinary matters and employee misconduct.

- Conduct preliminary investigations into employee complaints and workplace incidents, escalating sensitive cases as required.





- Support investigations relating to inventory shrinkage, pilferage, policy violations, and other employee-related concerns in coordination with the relevant stakeholders.

- Ensure fair and consistent application of company policies and disciplinary procedures.

G. HR Operations &

- Statutory Compliance

- Ensure adherence to HR policies, attendance, leave, and working-hour norms.

- Coordinate with HR Operations and Payroll teams to ensure accurate employee data and timely payroll inputs.

- Monitor statutory documentation and compliance requirements applicable to retail establishments.

- Ensure timely completion of employee documentation, separation formalities, and full-and-final settlement coordination.

- Maintain HR MIS and ensure the accuracy of manpower, attrition, hiring, and employee lifecycle data.

1. Candidate Profile

- Minimum

4 years of relevant HR experience

, preferably in retail, apparel, fashion, lifestyle, or another multi-location business.

- Experience in managing HR activities across multiple stores or locations.

- Strong understanding of retail recruitment, employee lifecycle management, employee relations, and HR operations.

- Ability to work closely with business stakeholders and manage competing operational priorities.

- Positive analytical skills with the ability to interpret attrition, manpower, and employee-related data.

- Strong communication, stakeholder management, problem-solving, and execution skills.

- Proficiency in MS Excel and HRMS platforms.

- Willingness to travel to stores as per business requirements.

📌 Human Resources Business Partner (Noida)
🏢 KAZO Brands
📍 Noida