STORE HRB Professional

1. Talent Acquisition & Deployment

• Work with store managers and area leadership to identify manpower requirements across the stores (front-line, supervisory, store support roles).

• Drive recruitment & selection for the stores: sourcing, screening, coordinating interviews, joining formalities.

• Ensure new hires are onboarded effectively (induction, briefings, store orientation).

• Maintain staffing plans, redeployment, transfers within the store cluster.

2. Performance Management & Talent Development

• Partner with store leadership to roll out performance management cycles: goals, reviews, feedback.

• Identify training & development needs for store teams (floor staff, supervisors) and work with L&D to deliver.

• Support career/talent-pool discussions within stores and identify high-potentials.

• Coach & counsel store managers on people performance issues, development plans.

3. Employee Engagement & Culture

• Design and deploy initiatives for store-level employee engagement (town-halls, recognition programmes, contests, pulse surveys).

• Act as the employee relations point for store teams: handle grievances, counselling, escalations.

• Promote culture, values and behaviours aligned with brand / company vision.

4. HR Operations & Compliance

• Ensure HR operations (attendance, leave management, shift scheduling, rostering, onboarding/offboarding) are accurately executed across stores.

• Ensure statutory compliance for store employees (labour laws, local regulations) and timely audits.

• Maintain HR metrics dashboards for store cluster: turnover, retention, time-to-hire, absenteeism, etc.

• Work closely with store ops & finance teams to manage HR cost, overtime, manpower productivity.

5. Business Partnering & Strategy

• Understand the store business KPIs: sales, conversion, footfall, staff productivity, shrinkage. Align HR initiatives to support these.

• Provide insights and recommendations to store leadership & area head on people-related issues impacting business (e.g., attrition, engagement, talent gaps).

• Drive change initiatives (new policies, new store openings, store refurbishments) from a people perspective.