Role Overview:

The Head of HR & Training will lead the HR function and own the training charter. This includes policy, compliance, culture, employee engagement, career growth, and capability-building through structured training programs. The role requires balancing strategic oversight with hands-on execution, ensuring HR delivers measurable impact on productivity, retention, compliance, and culture - while training fuels consistent customer experience and operational excellence.

Key Responsibilities:

Strategic HR Leadership & Compliance:

- Draft, update, and communicate policies (POSH, Code of Conduct, HR Handbook).

- Ensure compliance with statutory and labor laws; conduct quarterly HR audits.

- Implement annual health programs (GMC/GPA, bi-annual health checkups).

- Review HRIS access logs, data retention, and privacy standards bi-annually.

Talent Planning & Acquisition:

- Forecast HO & store hiring aligned with expansion plans.

- Oversee recruitment strategy for corporate roles and frontline store roles.

- Build sourcing strategies via job portals, social media, campus tie-ups, and local boards.

- Ensure hiring cycle efficiency, BGV vendor management, and onboarding excellence.

Career Development, Training & Succession Planning

- Define transparent promotion & transfer guidelines with clear eligibility and panel processes.

- Develop skill-based certification programs for store teams and HO roles.

- Map career paths for all roles and communicate quarterly updates.

- Identify successors for all critical roles and run readiness assessments.

Training Oversight:

- Design and deliver the end-to-end training lifecycle - pre-joining readiness, Day 1 induction, SOP training, and continuous learning.

- Content Development: Build training content (manuals, e-modules, videos, simulations) for technical, operational, and behavioral training.

- Ops Training: Standardize operational excellence modules (food safety, hygiene, upselling, inventory handling, store audits).

- Soft Skills Training: Design modules on customer service, communication, teamwork, leadership readiness, and conflict resolution.

- Train the Trainer (TTT): Identify internal trainers and certify them through structured TTT programs; ensure cascade of knowledge across stores.

- Digital Learning: Build mobile-first LMS, gamified modules, and microlearning capsules to scale training.

- Partner with Ops & QA teams to ensure training drives compliance, consistency, and customer delight.

Performance, Rewards & Culture Building

- Lead total rewards strategy: salary benchmarking, bonus design, flexi-benefits, and recognition programs.

- Launch variable pay, spot awards, and non-monetary recognition.

- Oversee wellness programs (mental health, fitness, financial literacy, EAPs).

- Champion company values across all levels; embed culture into recruitment, onboarding, and training; reinforce through storytelling, townhalls, and recognition platforms.

- Build rituals and traditions (e.g., quarterly offsites, culture workshops) that strengthen belonging and pride.

- Partner with leadership to drive "one-team" culture across HO and store networks, ensuring transparency, inclusion, and respect.

Employee Engagement & Communication

- Design internal communication matrix for policy updates, rollouts, and crisis response.

- Conduct quarterly townhalls, publish monthly newsletters, and run employee recognition forums.

- Establish grievance redressal clinics (monthly store visits) and manage disciplinary actions and exit processes.

- Drive employer branding on LinkedIn and other digital platforms.

HRIS & Process Automation

- Oversee HRIS implementation and optimization across recruitment, onboarding, performance, and payroll.

- Ensure accuracy of master employee database, attendance automation, and self-service portals.

- Build real-time BI dashboards for attrition, headcount, and productivity metrics.

- Automate surveys (onboarding, training, exit, change management) and track insights.