GEMINI PERSONNEL PTE. LTD.
HR Business Partner (Retail/F&B)
GEMINI PERSONNEL PTE. LTD., West Islip, New York, United States
Join as
Retail HR Business Partner
!
Are you a dynamic HR professional with a passion for retail and a knack for driving people strategies? Well established company is seeking an experienced
Retail HR Manager
to lead their human capital initiatives across their vibrant retail network. If you thrive on building talent pipelines, fostering engaging workplaces, and optimizing performance in a fast-paced environment, we want to hear from you! What You'll Do: Key Responsibilities
As Retail HR Business Partner, you'll be instrumental in shaping the employee experience and operational success of retail stores. Your responsibilities will span the full HR lifecycle, focusing on: Talent Acquisition & Workforce Planning
Strategize & Source:
Develop and implement innovative staffing strategies to attract top retail talent at all levels, establishing as an employer of choice, particularly for campus recruitment. Execute Hiring Plans:
Lead the end-to-end hiring process for store staff, store managers, and trainee store managers, ensuring quality hires aligned with our competency standards. Optimize Costs:
Diligently monitor and control recruitment costs, exploring diverse channels to ensure efficient and budget-friendly hiring. Remuneration Control:
Closely track, control, and report on store remuneration costs, identifying opportunities to optimize productivity and reduce high-cost, unproductive staff to meet benchmark targets. Talent & Succession Management
Identify & Nurture Potential:
Partner with the Retail Head to identify high-potential store managers and staff for advancement, preparing robust succession plans for critical roles. Develop Future Leaders:
Ensure identified talent completes necessary training and development programs, maintaining clear documentation for informed decision-making. Employee Development & Career Growth
Drive Training Initiatives:
Plan and execute engaging training programs, including our 'Passion to Serve' initiative, collaborating with our Retail Excellence and HR Training teams. Chart Career Paths:
Create and implement clear career progression frameworks for all retail roles, ensuring staff understand their growth opportunities. Talent Reviews:
Facilitate quarterly development reviews and calibrations for key store talent, ensuring progress is tracked and documented. Employee Engagement & Culture
Foster a Vibrant Culture:
Design and execute strategic employee engagement drivers and activities tailored for our retail teams, aligning with business needs and overall HR strategies. Connect & Communicate:
Build a two-way communication channel between HQ and retail stores, engaging directly with employees through regular store visits and meetings to build strong relationships. Boost Retention:
Develop and implement plans to control attrition rates, working closely with District and Store Operations Managers on retention strategies. Reward & Recognition:
Create and manage comprehensive reward mechanisms to drive high productivity and acknowledge exceptional performance. Performance Management & Optimization
Drive Profitability:
Analyze store-wise profitability and collaborate with Store Operations and District Managers to devise and implement actionable plans for improvement. Achieve Productivity Benchmarks:
Review monthly productivity reports and take necessary actions to ensure all stores meet performance targets. Performance Framework:
Communicate Key Result Areas (KRAs) to all retail staff and establish strong measurement processes to foster a performance-based organization. Exit Strategy:
Develop and implement clear, compliant exit strategies for underperforming store managers, in collaboration with senior leadership. Industrial Relations & Compliance
Proactive Compliance:
Proactively implement company policies to prevent potential industrial relations (IR) issues at store and chain levels. Advise & Facilitate:
Advise and support managers on suitable disciplinary actions, highlighting and addressing any ongoing IR concerns with HR and Retail leadership. Employee Satisfaction:
Design and implement programs aimed at enhancing the Employee Satisfaction Index and improving retention. Labour Law Adherence:
Ensure strict compliance with all labor laws from an operational perspective for smooth store functioning. What You'll Bring: Role Requirements
Education:
Minimum Bachelor's Degree. A Master's degree is an advantage. Experience: 3-5 years of strong HR Business Partnership (HRBP) experience , ideally within the
retail industry/F&B industry
or supporting a commercial/sales function. At least
2 years of leadership experience
managing a team of at least 2 staff. Must have prior on-ground retail coverage experience
to truly understand and support the retail store environment. Strong background in
Industrial Relations & Compensation (incentive)
is essential to effectively advise the retail business. If you're ready to make a significant impact in a leading retail brand, apply now and forward your resume to juliah@gemini.sg
#J-18808-Ljbffr
Retail HR Business Partner
!
Are you a dynamic HR professional with a passion for retail and a knack for driving people strategies? Well established company is seeking an experienced
Retail HR Manager
to lead their human capital initiatives across their vibrant retail network. If you thrive on building talent pipelines, fostering engaging workplaces, and optimizing performance in a fast-paced environment, we want to hear from you! What You'll Do: Key Responsibilities
As Retail HR Business Partner, you'll be instrumental in shaping the employee experience and operational success of retail stores. Your responsibilities will span the full HR lifecycle, focusing on: Talent Acquisition & Workforce Planning
Strategize & Source:
Develop and implement innovative staffing strategies to attract top retail talent at all levels, establishing as an employer of choice, particularly for campus recruitment. Execute Hiring Plans:
Lead the end-to-end hiring process for store staff, store managers, and trainee store managers, ensuring quality hires aligned with our competency standards. Optimize Costs:
Diligently monitor and control recruitment costs, exploring diverse channels to ensure efficient and budget-friendly hiring. Remuneration Control:
Closely track, control, and report on store remuneration costs, identifying opportunities to optimize productivity and reduce high-cost, unproductive staff to meet benchmark targets. Talent & Succession Management
Identify & Nurture Potential:
Partner with the Retail Head to identify high-potential store managers and staff for advancement, preparing robust succession plans for critical roles. Develop Future Leaders:
Ensure identified talent completes necessary training and development programs, maintaining clear documentation for informed decision-making. Employee Development & Career Growth
Drive Training Initiatives:
Plan and execute engaging training programs, including our 'Passion to Serve' initiative, collaborating with our Retail Excellence and HR Training teams. Chart Career Paths:
Create and implement clear career progression frameworks for all retail roles, ensuring staff understand their growth opportunities. Talent Reviews:
Facilitate quarterly development reviews and calibrations for key store talent, ensuring progress is tracked and documented. Employee Engagement & Culture
Foster a Vibrant Culture:
Design and execute strategic employee engagement drivers and activities tailored for our retail teams, aligning with business needs and overall HR strategies. Connect & Communicate:
Build a two-way communication channel between HQ and retail stores, engaging directly with employees through regular store visits and meetings to build strong relationships. Boost Retention:
Develop and implement plans to control attrition rates, working closely with District and Store Operations Managers on retention strategies. Reward & Recognition:
Create and manage comprehensive reward mechanisms to drive high productivity and acknowledge exceptional performance. Performance Management & Optimization
Drive Profitability:
Analyze store-wise profitability and collaborate with Store Operations and District Managers to devise and implement actionable plans for improvement. Achieve Productivity Benchmarks:
Review monthly productivity reports and take necessary actions to ensure all stores meet performance targets. Performance Framework:
Communicate Key Result Areas (KRAs) to all retail staff and establish strong measurement processes to foster a performance-based organization. Exit Strategy:
Develop and implement clear, compliant exit strategies for underperforming store managers, in collaboration with senior leadership. Industrial Relations & Compliance
Proactive Compliance:
Proactively implement company policies to prevent potential industrial relations (IR) issues at store and chain levels. Advise & Facilitate:
Advise and support managers on suitable disciplinary actions, highlighting and addressing any ongoing IR concerns with HR and Retail leadership. Employee Satisfaction:
Design and implement programs aimed at enhancing the Employee Satisfaction Index and improving retention. Labour Law Adherence:
Ensure strict compliance with all labor laws from an operational perspective for smooth store functioning. What You'll Bring: Role Requirements
Education:
Minimum Bachelor's Degree. A Master's degree is an advantage. Experience: 3-5 years of strong HR Business Partnership (HRBP) experience , ideally within the
retail industry/F&B industry
or supporting a commercial/sales function. At least
2 years of leadership experience
managing a team of at least 2 staff. Must have prior on-ground retail coverage experience
to truly understand and support the retail store environment. Strong background in
Industrial Relations & Compensation (incentive)
is essential to effectively advise the retail business. If you're ready to make a significant impact in a leading retail brand, apply now and forward your resume to juliah@gemini.sg
#J-18808-Ljbffr