1. Strategic HR Leadership & Compliance:

- Develop, update, and disseminate HR policies (POSH, Code of Conduct, HR Handbook).

- Ensure adherence to statutory and labor regulations; conduct quarterly HR compliance audits.

- Roll out annual health initiatives (GMC/GPA programs, bi-annual medical checkups).

- Review HRIS access logs, data retention practices, and privacy protocols twice a year.

2. Talent Planning & Acquisition:

- Forecast hiring needs for HO and stores in line with expansion strategies.

- Drive recruitment for corporate and frontline roles with tailored approaches.

- Establish sourcing pipelines through job portals, social media, campus partnerships, and local networks.

- Optimize hiring cycles, manage BGV vendors, and ensure seamless onboarding experiences.

3. Career Development & Succession Planning:

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

- Introduce skill-based certification programs for store employees.

- Design career progression frameworks for all roles and share quarterly updates.

- Identify successors for critical positions and conduct readiness evaluations.

4. Performance, Rewards & Culture Building:

- Lead total rewards strategy including salary benchmarking, bonus structures, flexible benefits, and recognition programs.

- Implement variable pay, spot awards, and non-monetary recognition initiatives.

- Manage holistic wellness programs covering mental health, fitness, financial literacy, and EAPs.

- Embed organizational values into recruitment, onboarding, and training; reinforce culture through storytelling, townhalls, and recognition platforms.

- Establish traditions (e.g., quarterly offsites, "DNA workshops") to foster belonging and pride.

- Collaborate with leadership to nurture a "one-team" culture across HO and stores, ensuring transparency, inclusion, and respect.

5. Employee Engagement & Communication:

- Design communication frameworks for policy updates, rollouts, and crisis management.

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

- Set up grievance redressal clinics (monthly store visits) and oversee disciplinary and exit processes.

- Strengthen employer branding on LinkedIn and other digital platforms.

6. HRIS & Process Automation:

- Lead HRIS deployment and continuous improvement across recruitment, onboarding, performance, and payroll.

- Maintain accuracy of employee master data, automate attendance, and enhance self-service portals.

- Develop real-time BI dashboards for attrition, headcount, and productivity tracking.

- Automate feedback surveys (onboarding, training, exit, change management) and monitor actionable insights.

7. Change Management & Leadership Reporting:

- Conduct manager training sessions and provide quick-reference guides for new processes.

- Deliver monthly KPI MIS reports and HR dashboards to leadership with actionable recommendations.