1. Strategic HR Planning Develop and implement HR strategies that support business growth across all 5 stores. Forecast manpower requirements based on sales trends and seasonal demands. Align HR initiatives with overall retail and brand objectives. 2. Recruitment & on boarding Hire staff across sales, billing, tailoring, housekeeping, and support roles. Standardize job descriptions, recruitment criteria, and on boarding checklists. Collaborate with store heads to identify urgent and long-term staffing needs. 3. Attendance & Payroll Management Implement and monitor attendance systems across stores. Supervise accurate salary processing, overtime calculation, and incentive payouts. Coordinate with the accounts team for PF, ESI, and statutory deductions. 4. Training & Skill Development Identify training needs across levels: sales etiquette, fabric knowledge, grooming, POS handling, etc. Conduct periodic training in-store or centrally. Maintain training records and assess effectiveness through feedback and performance. 5. Compliance & HR Policies Ensure compliance with labor laws, Shops & Establishments Act, and textile industry norms. Regularly update policies (leave, attendance, dress code, conduct, etc.). Handle inspections, audits, and labor department queries. 6. Performance Management Implement performance tracking systems (monthly sales reports, customer feedback, attendance, etc.). Lead appraisal cycles and recommend promotions/incentives or warnings. Support store heads in giving constructive feedback. 7. Employee Engagement & Welfare Foster a positive and inclusive work culture across all stores. Plan and manage engagement activities like festival celebrations, employee of the month, birthday recognition, etc. Handle grievance redressal, conflict resolution, and disciplinary actions. 8. HR Administration & Documentation Maintain up-to-date employee files, ID proofs, joining forms, and resignation letters. Ensure documentation for transfers, warnings, appraisals, and exits is complete. Create SOPs for HR operations store-wise. 9. Travel & Store Visits Make regular visits to each store to assess HR practices and employee morale. Conduct surprise audits for attendance, grooming, and SOP adherence. Maintain close coordination with store managers for HR updates. 10. Exit & Retention Management Conduct exit interviews and understand reasons for attrition. Design employee retention programs – career pathing, internal promotions, referral bonuses, etc. Maintain a ready pool of trained or trainable backup staff.
