Retail HR Manager - Bukit Merah

Primary responsibilities:

1. Develop staffing strategies and implementation plans and programs to identify talent within and outside the organization. Identify appropriate and effective external sources for candidates for all levels within the company.
2. Establish a long term relationship with appropriate college campus across domains in order to make Bata the preferred employer at campus to build Retail talent pipeline
3. Plan and execute the hiring plan for store, staff, K-agents and trainee store managers.
4. Devise means to improve the quality of hiring which includes drafting policies to establish a clear standard to support the right hiring competencies.
5. Ensure adherence to company guidelines while hiring prospective employees.
6. Control hiring costs by exploring various channels for recruitments and ensure that all hiring cost are closely tracked and within approved budget.
7. Responsible for close monitoring, tracking, control and reporting store remuneration cost as per benchmark by reducing high cost and unproductive staff. This is an integral part of ensuring overall store productivity is achieved.

1. Work closely with Retail Head to review performance achievements of Store Managers and Store Staff to identify potential employees for higher roles.
2. Prepare succession plan of key store managers and also identify store staff for potential succession to Trainee Store Manager (TSM) to ensure availability of quality manpower at any time when required.
3. Ensure all key store staff identified in succession plan have completed all identified training, development plans and ensure proper documentation for easy reference in decision making.

1. Plan and execute training of store staff under ‘Passion to Serve’ program and working closely with the Retail Excellence support to achieve these goals.
2. Ensure close collaboration with Human Resources Training function for specific training programs for Store Managers and store staff outside of the retail excellence program where and if needed and ensure implementation of plans according to plan and within the timeline.
3. Create career paths and ensure implementation of the career planning process for every role and individual within the organization and the store is clearly outlined and explained to all staff (both Retail HQ and Store Staff)
4. Ensure quarterly key store staff (talent) development review and calibration is conducted and review documented and tracked closely.

1. Strategize employee engagement drivers for store employees, keeping in mind the business needs, organization priorities and overall HR Strategies.
2. Plan and execute employee engagement activities at the retail chain and store level
3. Engage with store employees through regular store visits and meetings with sales promoters
4. Devise and execute a plan to control the attrition rate in stores. Work closely with District Managers and Store Operations Manager in ensuring they are closely tracking attrition rates and agreeing on retention plans.
5. Create a two way communication channel within the organization to ensure better leadership connect between HQ and retail stores
6. Build and manage a comprehensive reward mechanism within the organization to drive the right productivity level.

1. Analyse store-wise profitability and devise & implement actions plans in discussions with Store Operations Manager & District Managers.
2. Review monthly productivity report and take necessary action to achieve productivity benchmarks for all stores.
3. Plan and implement reward and recognition program for all managers/staff within the approved plans/budgets.
4. Ensure communication of Key Result Areas (KRAs) to each individual within the organization. Establish a strong measurement process in line with the objective of being a Performance Based Organization
5. Develop clear exit strategy framework for any store manager who is not performing by working closely with Retail Head, Store Operations Manager, Head of HR and Country Manager while ensuring all legal provisions are fully adhered to.

1. Proactively implement company policies in letter and spirit so as to prevent from any potential IR issues at store /chain level.
2. Facilitate and advise Store Operations Manager and District Managers in implementing the suitable disciplinary action if and where required.
3. Highlight any potential /ongoing IR issues from time to time to Head, Human Resources and Retail Head and take advice/ consent on solution implementation.
4. Design and implement programs to enhance employee satisfaction Index and retention
5. Ensuring compliance to Labour Laws from an Operational perspective for effective running of store operations.

ROLE REQUIREMENTS:

1. Minimum Bachelor’s Degree. Candidates with Masters will have an added advantage. No preferences to any educational line/specialization
2. At least 5 years of strong HR Business Partnership (HRBP) experience particularly in a Retail Industry or supporting a Commercial role, i.e. Sales (but open to exploring those without HRBP in sales experience).
3. Must be willing and have done on ground retail coverage of any kind in their past or current role to be able to understand and support retail store experience.
4. Looking for a strategic thinker cum executor. This is a key requirement in ensuring that the individual is able to perform the role independently and not just focus on execution. Able to devise and ideate new ways of enhancing Retail Development is a key expectation.
5. Requires a person who is level headed, able to rationalize, manage and advise the Retail team leadership. This is a very key requirement to ensure successful functioning of the individual.
6. At least 2 years of leadership experience in managing at least 3 to 5 staffs
7. Strong communication skills, both written and spoken and ability to present concisely and clearly with excellent presentation skills
8. Must be able to multitask and able to manage the performance of the Retail Excellence staff in ensuring KPI’s are fully achieved ahead of time.
9. Strong experience in Industrial Relations & Compensation (incentive) to be able to advise and support the Retail business.