Company: NM Fashion Designs Pvt. Ltd.
Industry: Retail – Fashion & Apparel
Position Overview
The Person will serve as a strategic HR leader responsible for shaping, driving, and executing the organization's people strategy across all retail stores, corporate teams, warehouses, and production units. This role plays a critical part in enabling business growth by creating scalable HR frameworks, strengthening compliance, empowering leadership, and transforming the organization into a performance-driven retail workforce.
The role requires a visionary leader with strong retail HR expertise who can combine strategic planning with strong operational governance, ensuring people, processes, and policies directly support the fashion retail business objectives.
Key Responsibilities
1. Strategic HR Leadership & Organisation Development
- Formulate and implement a long-term HR strategy aligned with business growth, retail expansion, and organisational transformation goals.
- Act as a strategic advisor to senior management on workforce planning, talent strategy, culture-building, and organisational restructuring.
- ·Lead the design of HR governance frameworks, policies, and SOPs that enhance scalability and support high-growth retail operations.
- Drive data-backed decision making through HR analytics, dashboards, and manpower insights.
2. Talent Acquisition & Retail Manpower Strategy
- Build and govern a retail-specific hiring strategy ensuring right staffing mix across all stores, corporate functions, and operations.
- Strengthen manpower planning models—forecasting demand, improving hiring turnaround time, and reducing dependency on agencies.
- Develop multi-channel sourcing strategies and employer branding initiatives to attract high-performing retail talent.
- Monitor recruitment SLAs and ensure store-level manpower readiness at all times.
3. HR Operations Excellence (HRMS, Documentation, Store Support)
- Oversee the implementation and optimisation of HRMS, ensuring accurate and real-time HR data management.
- Strengthen onboarding processes, documentation, ID creation, and monthly HR operations with zero deviation.
- Act as HR escalation support for store teams, ensuring consistent policy implementation and operational discipline across locations.
- Standardise SOPs for grooming, shift compliance, behaviour norms, and store discipline.
4. Payroll Governance & Statutory Compliance (Multi-State)
- Lead payroll governance ensuring timely, accurate, and compliant salary processing with structured audit controls.
- Oversee statutory compliance across PF, ESIC, PT, Gratuity, Bonus, Shops & Establishment, Labour Welfare and state-specific regulations.
- Handle labour inspections, audits, and compliance reporting with zero deviation tolerance.
- Drive proactive risk-mitigation practices and ensure 100% legal compliance across all stores.
5. Performance Management & Capability Building
- Design and implement the organisation-wide Performance Management System (PMS), aligned to retail KPIs, behavioural expectations, and business goals.
- Build a culture of accountability and merit through structured reviews, KRA setting, goal alignment, and transparent evaluation frameworks.
- Drive Performance Improvement Plans (PIP), talent reviews, succession planning, and leadership development interventions.
- Use performance insights to drive coaching, productivity improvement, and reward mechanisms.
6. Learning & Development (Strategic Capability Building)
- Collaborate with the L&D Manager to define the retail capability development roadmap.
- Oversee structured learning programs on customer service, sales enhancement, product knowledge, grooming, and leadership competencies.
- Monitor training impact through assessments, store-level performance metrics, and post-training ROI.
- Build a culture of continuous learning through training calendars, e-learning modules, and skill development initiatives.
7. Employee Relations, Ethics & Engagement
- Strengthen employee relations by building trust, communication channels, and transparent grievance handling mechanisms.
- Lead disciplinary processes and code-of-conduct governance across all stores with fairness and consistency.
- Implement employee engagement initiatives, recognition frameworks, and retention strategies tailored for retail.
- Promote a positive workplace culture aligned with organisational values and customer-centric behaviour.
8. Policy Development, Governance & Culture
- Lead creation, revision, and implementation of HR policies, employee handbooks, SOPs, and compliance frameworks.
- Ensure policy consistency across all regions and support store managers in operational governance.
- Drive initiatives to reinforce a high-performance, customer-first, and culturally aligned workforce.
9. Retail Expansion & HR Readiness for New Stores
- Lead HR planning for new store launches including manpower forecasting, hiring plans, onboarding, and pre-opening training.
- Coordinate compliance registration, HR documentation, and store-level readiness for Go-Live.
- Collaborate with Operations, VM, and corporate teams to ensure seamless expansion support.
Skills & Competencies Required
· Proven strategic HR leadership capability in a multi-location retail environment.
· Strong knowledge of retail manpower operations, HR systems, and frontline workforce management.
· Expertise in multi-state labour laws, compliance, audit readiness, and risk management.
· Outstanding communication, influencing, conflict management, and stakeholder collaboration skills.
· Analytical and data-driven mindset with hands-on HRMS and reporting skills.
· High integrity, professionalism, confidentiality, and strong judgement under pressure.
Educational & Experience Requirements
- MBA / PGDM in Human Resources (mandatory).
- 15–20 years of progressive HR experience in retail, fashion, FMCG, or multi-store organizations.
- Minimum 10 years in a senior HR leadership role managing large teams and multi-location operations.
- Experience in scaling organizations during expansion phases is preferred.
Key Strategic Deliverables
- Strong HR governance and operational excellence across all functions.
- Reduced attrition and improved employee engagement scores.
- Faster recruitment cycle and consistent store staffing levels.
- Zero non-compliance and enhanced audit readiness.
- Strong retail HR frameworks that support scale, speed, and organizational growth.
