Style Up introduces the modern concept of shopping experience which is quite foreign to the people of the hinterland where they still harbour the mindset that the latest fashion is always pricey. This is where Style Up plans to introduce pocket-friendly yet modern, air-conditioned and glitzy shopping spaces. The main focus of our brand remains the amazing and competitive price of the products that have been brought down through efficiency and effectiveness. The production/ logistics and distribution processes have all contributed to bringing the prices down to levels that are widely acceptable to the masses. The other main focus of our brand is to introduce our latest line of products to everyone across the country, especially the massive populace that resides in rural areas. Style Up attempts to reach those people who are not quite exposed to the latest trends and fashion across the major cities The Lead HR - New Businesses position is responsible for aligning business objectives with employees and management. The role assesses and anticipates HR-related needs of the business and seeks to develop integrated solutions. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Collaborate with business in order to enable measurable difference in employee focus and increase productivity. Facilitate the delivery of value-added services to departments and employees that reflect the business values and objectives. Build an organization culture which is a great place for employees to work and customers to shop As D&I lead the position is responsible to lead and implement initiatives that promote diversity, equity, and inclusion within an organization. This role is essential in fostering a diverse and inclusive workplace culture, which has numerous benefits, including improved employee morale, creativity, and performance. About the function: The HR Organization of Pantaloons is committed to delivering all the talent, engagement, performance requirements of the business. Retail being a manpower intensive and talent dependent business, the HR team has a critical role in building and strengthening sources of competitive advantage. Key Challenges: 1. Setting up the HR processes for the new businesses 2. Retaining top talent in the current scenario of organization transition and in the face of aggressive and increased competition 3. Retaining young workforce through meeting their expectations around competitive compensation, professional development, fast-track career opportunities, mobility options and work-life balance. 4. Ensuring all rounded diversity by encouraging top talent from diverse backgrounds, and establishing greater consciousness to improve cultural, global and gender-based equity in the company's talent mix 5. Constantly upgrading organizational skills to match with the latest tools and technologies 6. Constantly look for latest and cutting-edge training management interventions to upgrade process Key Result Areas/Accountabilities: Manpower Strategy: 1. Create an organization design to build a future ready organization 2. Custodian of overheads and sell-ex management and optimization 3. Build manpower cost model/ strategy in sync with the brand ethos Talent Acquisition /Management: 1. Create strategy for talent acquisition in sync with the brand ethos 2. Create and execute the talent management process for set of retail stores and product organization Culture/ Organization effectiveness: 1. Custodian of organization culture for corporate and retail employees which is a. Inclusive b. diverse c. New age d. Customer centric e. Performance oriented 2. Study the culture of new age organizations and integrate best practices 3. Socialize the organization culture among employees and leaders and check for culture fit 4. Create awareness of ABG Values and POSH process. Create processes to foster a safe environment for customers to shop and employees to work. Drive the culture of fairness by thorough investigation on employee grievances, structural loop closures to reduce the instances 5. Customize the employee engagement to brand ethos and foster employee engagement / recognition through appropriate engagement tools 6. Listen to employee feedback through voice of the employee and take affirmative actions to deliver superior employee experience 7. Listen to the voice of the customer and align org process and capability building initiatives to deliver superior customer experience Capability Building: 1. Understand the business imperatives and identify the key organization competencies 2. Create learning interventions to build key org capabilities in line with business imperatives Stakeholder Management: 1. Understand key business stakeholders their needs, expectations and values 2. Provide strategic support to stakeholders to deliver org goals 3. Build an effective partnership with stakeholders to uphold the culture together 4. Coach the business stakeholders in tough situations and encourage decisions which are in sync with the cultural tenants 5. Custodian of the leadership brand of business stakeholders in tough situations HR Operations, Systems and Analytics: 1. Create and govern processes to provide superior employee experience - Hiring, onboarding, confirmation, separation, transfers 2. Monitor the payroll operations for accuracy, streamlined operations 3. Ensure statutory compliances for retail stores 4. Ensure rigorous performance appraisals, and bell curve implementation 5. Ensure completion of processes as per Group timelines - midyear review, annual review and goal setting 5. Equip employees with inputs for these processes to be effective via training initiatives COE Role - D&I, Recognition: Strategy Development: 1. Develop and execute a comprehensive D&I strategy aligned with the organization's goals and values. This involves setting clear objectives and key performance indicators to measure progress. 2. Design and implement a comprehensive R&R strategy that aligns with the organization's goals, values, and culture. Training: 1. Implement diversity and inclusion training programs for employees at all levels, raising awareness about unconscious bias and promoting inclusive behaviors. Policy and Compliance: 1. Ensuring organization's policies, procedures, and practices are in compliance with diversity and inclusion laws and regulations. 2. Develop and update the organization's sexual harassment policies and procedures in accordance with relevant laws and regulations 3. Ensure that the organization is compliant with all POSH laws and regulations, including the formation of Internal Complaints Committees (ICCs) as required. 4. Conduct training and awareness programs to educate employees about their rights and responsibilities regarding sexual harassment. Recognition Programs: 1. Establish and manage various recognition programs that acknowledge and celebrate employee achievements, such as awards, certificates, or verbal appreciation. 2. Create and administer incentive and rewards programs, which may include bonuses, gift cards, and other forms of recognition for outstanding performance.

Mumbai

Aditya Birla Fashion & Retail - HR Lead - D&I/POSH & Recognition 

Job Description for Aditya Birla Fashion & Retail - HR Lead - D&I/POSH & Recognition  in ADITYA BIRLA FASHION AND RETAIL LIMITED in  Mumbai for (5-6) years of experience. Apply Now!