Manager - Human Capital

About This Role

Objective

• This position is responsible for high volume recruitment in a fast-paced environment. The position also must find and source candidates by conducting college visits, attending career fairs, attending network events, and by leveraging social media.
• Ensure smooth on-boarding process of the new employees and assisting with the day-to-day operations of the Human Resources functions.

Key Responsibility HR Business Partnering & Workforce Support

• Partner with brand managers and function heads to address people-related requirements including manpower planning, organizational changes, and internal mobility.
• Support workforce planning initiatives by analyzing staffing trends, attrition data, and upcoming business needs.
• Participate in discussions around talent development, performance concerns, and capability gaps, and escalate strategic needs to senior HR leadership.
• Promote and reinforce a high-performance and values-driven culture through timely interventions, coaching, and follow-up.
• Serve as the first point of contact for HR advisory on day-to-day employee lifecycle and talent concerns for assigned functions.

Organizational Development & Talent Enablement

• Collaborate with Centers of Excellence (COEs) to coordinate talent processes such as mid-year and annual performance reviews, probation evaluations, and development plans.
• Facilitate identification of top performers and potential successors for key roles, working with HR leadership to support talent retention.
• Roll out training nominations, learning sessions, and coaching initiatives as per business capability development needs.

Employee Engagement & Experience

• Implement employee engagement activities including brand town halls, birthday recognitions, employee feedback collection, and rewards programs.
• Communicate organizational changes, HR programs, and cultural initiatives to employees, ensuring transparency and alignment with company values.
• Handle escalated employee relations issues including conflict resolution, performance conversations, and warnings in consultation with the Assistant Manager/Senior Manager.

Policy Adherence & HR Process Excellence

• Ensure compliance with established HR policies and procedures across brands/stores/functions.
• Identify improvement areas in onboarding, confirmation, and offboarding processes, and recommend process enhancements.
• Collaborate with the HC Operations team to ensure data accuracy, HRMS updates, and documentation compliance.
• Maintain familiarity with labor laws and internal controls applicable to HR operations, escalating complex matters for resolution.

HR Reporting & Data Insights

• Support the preparation of HR dashboards and workforce reports in MS Excel by collecting and validating data on headcount, turnover, absenteeism, and engagement metrics.
• Highlight trends or issues requiring attention and suggest potential solutions to HR leadership.
• Maintain trackers related to confirmations, performance reviews, transfers, and resignations for assigned business units.

Team Collaboration & Budget Monitoring

• Assist in monitoring workforce and recruitment budgets by aligning approved headcount with hiring plans and managing overtime/workforce costs.
• Participate in manpower reviews and budget preparation exercises as needed.
• Coordinate with recruitment, payroll, L&D, and operations teams to ensure smooth execution of integrated HR services.

Desired Experience The ideal Manager – Human Capital in a retail company should have 7+ years of progressive experience in human resource/HRMS/administration. Proven success in driving high level cross functional collaboration, enhancing customer engagement, and achieving & exceeding sales KPI targets for stores.