Retail HR Business Partner – Store Operations & Training

1. Position Details

- Designation: Retail HR Business Partner (HRBP)
- Department: Human Resources
- Experience: 3–4 years
- Industry: Retail – preferably fashion, jewellery, lifestyle, or organised retail
- Location: Corporate Office - Bangalore with regular travel to stores across India
- Reporting To: AVP – Human Resource (People & Culture)

2. Role Purpose To act as a strategic and operational HR partner for retail store teams by driving employee engagement, talent management, performance management, employee relations, and HR operational excellence. The role will also be responsible for delivering effective training and development programmes to store employees, including Store Managers, Assistant Store Managers, Sales Executives, and other frontline team members. The ideal candidate should have strong retail HR exposure, excellent communication and facilitation skills, and the ability to work closely with business teams to improve employee productivity, customer experience, and overall store performance.

3. Key Responsibilities

A. HR Business Partnering & Store Support

- Partner with Store Managers, Cluster Managers, and Regional Managers to understand business needs and provide effective HR solutions.
- Conduct regular store visits to assess employee morale, workplace culture, manpower requirements, and HR compliance.
- Support store teams in workforce planning, manpower budgeting, and deployment of resources.
- Act as the first point of contact for store employees and managers on HR-related matters.
- Support the implementation of HR policies, processes, and people initiatives across retail locations.

B. Talent Acquisition & Manpower Planning

- Coordinate with the recruitment team to fulfil store-level manpower requirements within defined timelines.
- Support recruitment, screening, interview coordination, and onboarding of frontline retail employees.
- Monitor manpower availability, vacancies, attrition, and hiring turnaround time across assigned stores.
- Ensure effective onboarding and induction of new employees.

C. Learning & Development – Retail Store Training

- Identify training needs through store visits, employee feedback, performance data, and discussions with business leaders.
- Design and deliver engaging training programmes for frontline retail employees and store leadership teams.
- Conduct classroom, on-the-job, and virtual training sessions as required.
- Develop training calendars, learning materials, presentations, and practical activities relevant to retail operations.
- Evaluate training effectiveness through feedback, assessments,



observation, and business performance indicators.
- Conduct refresher training and coaching sessions to reinforce learning and improve workplace behaviour.

D. Employee Engagement & Retention

- Drive employee engagement initiatives, recognition programmes, and store-level team-building activities.
- Analyse attrition trends and recommend initiatives to improve employee retention.
- Promote a positive, inclusive, performance-oriented culture across stores.
- Identify people-related challenges impacting store productivity and recommend corrective actions.

E. Performance Management & Talent Development

- Support the implementation of performance management processes for store employees and managers.

F. Employee Relations & HR Operations

- Handle employee grievances, workplace conflicts, disciplinary matters, and employee counselling.
- Support investigations and documentation relating to misconduct and violations of company policies.
- Coordinate with payroll and HR operations teams to resolve employee-related queries.
- Ensure adherence to company policies, statutory requirements, and applicable labour laws.

G. HR Analytics & Reporting

- Prepare and maintain periodic HR dashboards and reports for assigned retail locations.
- Track key metrics such as headcount, vacancies, attrition, absenteeism, training hours, and employee engagement.
- Analyse trends and identify areas requiring management intervention.
- Monitor training effectiveness and its impact on employee performance and customer experience.
- Share actionable insights and recommendations with HR leadership and retail business teams.

4. Role Competencies A. Functional Competencies

- Help store leaders set performance goals and communicate expectations clearly.
- Monitor performance review completion and facilitate performance feedback discussions.
- Identify high-potential employees and support succession planning for key store positions through development programmes.

Competency

Expected Proficiency

Retail HR Business Partnering

Strong

Retail Store Operations Understanding

Strong

Learning & Development / Training Delivery

Strong

Employee Engagement & Retention

Strong

Employee Relations & Grievance Handling

Strong

Recruitment & Manpower Planning





Intermediate to Strong

Performance Management

Intermediate to Strong

HR Policies & Labour Law Awareness

Intermediate to Robust

HR MIS, Reporting & Excel

Intermediate to Strong

Training Needs Analysis & Evaluation

Strong

B. Behavioral Competencies

- Business Acumen: Understands retail business priorities, store productivity, sales performance, and manpower requirements.
- Communication & Presentation: Communicates clearly and confidently with frontline employees, store managers, and senior stakeholders.
- Relationship Management: Builds trust with store teams and maintains productive relationships with business stakeholders.
- Problem-Solving: Identifies root causes of people-related challenges and recommends practical solutions.
- Ownership & Accountability: Takes responsibility for outcomes and proactively addresses challenges.

5. Key Performance Indicators (KPIs) The role will be evaluated on the following measurable outcomes:

- Manpower Fulfilment: Timely closure of approved store vacancies in coordination with recruitment.
- Employee Attrition: Improvement in controllable frontline employee attrition.
- Training Delivery: Achievement of the approved training calendar and coverage targets.
- Training Effectiveness: Improvement in post-training assessment scores and demonstrated on-the-job application.
- Employee Engagement: Improvement in engagement feedback and participation in people initiatives.
- New Hire Retention: Retention of employees during the initial 90-day period.
- HR Process Compliance: Timely completion of onboarding, performance reviews, documentation, and other HR processes.
- Grievance Resolution: Timely resolution and appropriate escalation of employee concerns.

6. Educational Qualifications & Experience

- Bachelor's degree in Human Resources, Business Administration, or a related discipline.
- MBA / PGDM in Human Resources will be an added advantage.
- 3–4 years of relevant experience in HR, preferably in organised retail.
- Prior experience supporting multiple stores or frontline retail teams is preferred.
- Demonstrated experience in conducting employee training, facilitating workshops, or coaching store teams.
- Working knowledge of MS Excel, PowerPoint, HRMS, and HR reporting.

Pay: ₹50,000.00 - ₹100,000.00 per month

Benefits

- Flexible schedule
- Health insurance
- Paid time off
- Provident Fund

Application Question(s):
- How many years of Experience do you have in Retail like Fashion, Jewellery, Apparels, Lifestyle?
- Are you okay to Travel to Stores Across India?

Work Location: In person

📌 Senior HR Business Partner (J. P. Nagar)
🏢 Anera Silver Jewellery
📍 J. P. Nagar