Key Responsibilities:

Recruitment and Staffing:

• Develop and implement recruitment strategies to attract top talent.
• Manage the recruitment process, including job postings, candidate screening, interviewing, and hiring.
• Collaborate with department heads to determine staffing needs and job requirements.

Employee Relations:

• Serve as a point of contact for employee concerns, grievances, and conflict resolution.
• Promote a positive work environment through effective communication and employee engagement initiatives.
• Mediate disputes and address employee issues to maintain a harmonious workplace.

Compliance and Policy Management:

• Ensure compliance with labor laws, regulations, and company policies.
• Develop, implement, and review HR policies and procedures to maintain compliance and best practices.
• Conduct regular audits to ensure adherence to legal and regulatory requirements.

Performance Management:

• Oversee the performance management process, including goal setting, performance reviews, and feedback.
• Provide guidance and support to managers on performance-related issues and employee development.
• Implement performance improvement plans as needed.

Training and Development:

• Identify training needs and develop training programs to enhance employee skills and capabilities.
• Coordinate and deliver training sessions, workshops, and professional development opportunities.
• Monitor and evaluate the effectiveness of training programs.

Compensation and Benefits:

• Administer employee benefits programs, including health insurance, retirement plans, and other perks.
• Conduct salary reviews and ensure compensation structures are competitive and equitable.
• Manage employee benefits enrollment, changes, and inquiries.

HR Administration:

• Maintain accurate and confidential employee records, including personal data, employment history, and performance evaluations.
• Oversee HR-related documentation and ensure compliance with record-keeping regulations.
• Prepare and analyze HR metrics and reports to inform decision-making and strategic planning.

Organizational Development:

• Support organizational development initiatives, including change management and culture-building activities.
• Work with senior leadership to align HR strategies with business goals and objectives.
• Foster a culture of continuous improvement and employee engagement.

Qualifications:

• Education: Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field. (Master’s degree or HR certification.)
• Experience: Minimum of 10-15 years of experience in HR management or a related role but specially in Retail.

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Skills:

• Strong knowledge of HR principles, labor laws, and best practices.
• Excellent communication, interpersonal, and problem-solving skills.
• Proficiency in HR software and Microsoft Office Suite (Excel, Word, PowerPoint).
• Ability to handle sensitive information with discretion and confidentiality.
• Strong organizational and time-management skills, with the ability to manage multiple priorities.

Job Type: Full-time