Preferable from QSR/Food & Retail Industry only

Role Responsibilities

Responsibility Area Key Tasks & Activities

Staffing levels

- Ensure sourcing for all positions happens as per defined requirements and guidelines as specified in the requisition form, within the predefined turnaround time

- Provide support for staffing across the stores in discussion with the Area Coaches, if required

- Support reduction in cost of sourcing against the targets

- Ensure improvement in quality of sourcing to reduce the number of rounds of sourcing per position

- Support in creation of a pipeline of candidates which can be called on for open positions

- Support in maintenance of a hiring MIS and derive insights to improve the hiring process

Driving engagement

- Ensure one on one meetings are conducted with store level employees on a monthly basis

- Analyse the feedback received from one on one meetings to drive actionable projects

- Ensure that employee grievances are not escalated beyond the HR department and set up a grievance redressal mechanism in the organisation

- Ensure initiatives taken by BHPL are communicated regularly to the employees

- Ensure a distinctive employee experience for store employees

Turnover Management

- Formulate and implement strategies to reduce the YOY attrition rate across the organisation

- Ensure retention of hi-performing talent across stores across all geographies

- Ensure that exit interviews are conducted for all voluntary leavers

- Drive actionable insights and undertake projects to lower voluntary turnover

Performance Management

- Ensure the performance management process is communicated in a timely manner to all employees and that the training on performance management system and process is given to all new joiners

- Ensure timely target setting and performance review for all employees

- Track tenure and performance of employees at store levels and ensure that progression happens as per plan for store employees

- Ensure timely organization wide communication of the additional salary incentives earned by employees through events and competitions

- Ensure that the performance management process is documented, specifically for employees who are put on PIP to safeguard against future litigations

- Handle escalations and act as the first level of escalation for any grievances in the process between the appraisee and the appraiser

Grievance Management

- Resolve employee grievances as per scheduled turnaround time

- Review trackers and ensure updated FAQs are shared with relevant stakeholders for commonly occurring problems

- Ensure employee exits due to grievances and non-awareness of policies are zero

Admin and logistics - Ensure efficient management of logistics for employees and new joiners

- Ensure MIS for all employees is regularly updated

- Ensure policies specific to all statutes and internal company guidelines is communicated across the organization

- Support in reduction in cost of logistics and travel by tying up with new vendors

- Minimise employee grievances and ensure that escalations due to admin and logistics are zero

- Ensure timely and accurate reconciliation of expenses

- Oversee and manage extraordinary expenses across the organisations by obtaining written approvals and documenting the same

Key Interactions

With Purpose

Internal VP HR - Attain approval on hiring plan

- Share one-on-one feedback

- Share exit data analysis reports

- Share engagement score analysis

- Monitor escalations and grievances

- Finalise special projects

Ops Manager - Deliberate and communicate strategies to reduce escalations in stores

- Support in hiring for open positions

- Discuss exit analysis across stores

RGM - Deliberate and communicate strategies to manage escalations in stores

- Discuss exit analysis in store

- Employee grievance redressal

Manager- Recruitment - Ensure sourcing takes place as per targets

- Monitor cost of sourcing

- Reduce delays in sourcing

- Provide tactical support in hiring Management Trainees

- Support and monitor pipelines and build bench strength

Field HR - Plan and coordinate store visits

- Discuss store level engagement feedback

- Escalation management

- Monitor hiring plans

Admin Manager - Logistics planning

- Track and monitor expenses

- Reconcile expenses

HR Manager - Track progress on HR special project execution

- HR intervention design basis data analysis

Qualifications and Experience

Minimum Qualifications MBA HR

Experience 10 Yrs

Industry Preference F&B/FMCG

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