Senior HR Business Partner - Hospitality/Retail

Job Description - Senior HR Business Partner (Hospitality/Retail):

Position: Senior HR Business Partner (HRBP)

Location: Gurugram

Industry Preference: Hospitality / Hotels / Retail

Experience: 5+ Years

Role Overview:

We are seeking a seasoned Senior HR Business Partner with a strong background in Hospitality or Retail, combining hands-on experience in hotel/field HR operations with strategic HR business partnering. The role will be responsible for driving people strategy, workforce planning, HR analytics, organizational effectiveness, talent management, succession planning, learning & development, and manpower budgeting to support business growth and operational excellence.

Key Responsibilities:

Strategic HR Business Partnering:

- Partner with business leaders to align people strategy with business objectives and growth plans.

- Act as a trusted advisor on organization design, workforce productivity, talent strategy, and employee engagement.

- Drive HR interventions that improve business performance, operational efficiency, and employee experience.

- Support change management initiatives, business transformation projects, and organizational restructuring efforts.

HR Analytics & Business Insights:

- Develop and monitor HR dashboards and people analytics to provide actionable insights to leadership.

- Analyze workforce metrics including productivity, attrition, absenteeism, manpower utilization and employee turnover trends.

- Leverage data-driven insights to influence workforce decisions, improve retention, and optimize manpower deployment.

Workforce Planning, Budgeting & Cost Management:

- Lead annual manpower planning and workforce forecasting in alignment with business requirements.

- Drive manpower budgeting, headcount planning, and labor cost optimization initiatives.

- Monitor recruitment costs, employee costs, and productivity ratios to ensure adherence to budget targets.

- Partner with Finance and Operations teams to develop workforce plans supporting expansion and business growth.

Talent Management & Succession Planning:

- Design and execute talent review frameworks, succession planning processes, and leadership pipelines.

- Identify critical roles and create talent readiness plans for future business requirements.

- Facilitate performance management cycles and calibration discussions to ensure high-performance culture.

- Support leadership development and internal mobility initiatives.

Learning & Development:

- Conduct Training Needs Analysis (TNA) aligned to business priorities and competency requirements.

- Develop and implement capability-building programs for frontline, supervisory, and leadership employees.

- Track training effectiveness, learning ROI, and capability enhancement metrics.

- Build career development pathways to improve employee retention and engagement.

HR Operations & Employee Relations:

- Oversee end-to-end HR operations across hotel properties, stores, or business units.

- Ensure compliance with labor laws, statutory requirements, company policies, and audit standards.

- Manage employee relations, grievance handling, disciplinary matters, and employee engagement initiatives.

- Support payroll governance, attendance management, and HR process excellence.

Stakeholder & Team Management:

- Collaborate closely with Operations, Finance, Learning, Talent Acquisition, and Corporate HR teams.

- Lead and mentor HR teams across multiple locations/business units.

- Drive a culture of accountability, service excellence, and continuous improvement.

Desired Candidate Profile:

- MBA/PGDM in Human Resources from a reputed institution.

- 5+ years of progressive HR experience with significant exposure to Hospitality, Hotels, Retail, QSR, or multi-unit operations.

- Proven experience in HR Business Partnering and HR Operations.

- Strong expertise in workforce planning, manpower budgeting, labor cost management, and HR analytics.

- Experience in talent management, succession planning, organizational development, and learning initiatives.

- Excellent analytical skills with proficiency in HR dashboards, Excel, or HR analytics tools.

- Strong understanding of employee relations in operational environments.

- Ability to influence senior stakeholders and drive business-focused HR outcomes.