Position Purpose:
- Act as a strategic thought partner to HQ Business Unit (BU) Directors, connecting business goals to workforce strategy. Own talent retention, organizational design, and performance management to support the company's profit targets.
Key Responsibilities:
- Strategic Workforce Planning — Partner with BU Directors to identify oversized teams or capability gaps, and plan headcount to support business expansion (e.g., new store rollout, digital transformation).
- Talent Retention & Succession Planning — Design retention strategies for top talent, conduct stay interviews, and maintain ready now successors for critical roles.
- Organizational Design — Lead org restructuring initiatives, including consolidating overlapping functions to improve organizational agility.
- Performance Management — Ensure each BU has a fair, function-appropriate PMS in place; enforce Performance Improvement Plans (PIP) decisively for underperformers.
- Culture & Engagement — Drive a performance-and-productivity-oriented culture aligned to company profit goals; run engagement surveys and translate results into concrete action plans.
- Business Partnering — Serve as a data-driven strategic advisor to BU Directors, comfortable challenging leadership decisions with facts and numbers to drive business outcomes.
- Labor Risk Management — Coordinate with government labor authorities on escalated grievances or disputes when required.
Qualifications:
- Bachelor's degree or higher in HR, Business Administration, Industrial Psychology, or a related field.
- 5–8+ years of HR experience, including at least 3 years in an HRBP/Business Partner role; experience in retail, FMCG, or fast-growing organizations is a strong plus.
- Demonstrated experience in organizational design, workforce planning, and change management.
- Strong analytical ability — comfortable using HR data and metrics to influence leadership decisions, not just executing instructions.
- Excellent stakeholder management skills; confident engaging with BU Directors and C-level executives.
- Strategic mindset with resilience to operate effectively amid ambiguity and change.
- Not a fit for candidates who default to a purely administrative/employee-relations mindset without commercial or P&L awareness.
Core Competencies:
- Analytical, data-driven decision-making.
- Change leadership.
- Executive-level influencing and communication.
- Business acumen — connecting people initiatives to P&L impact.
Data Analytics & AI Skills:
- Able to read and interpret People Analytics dashboards (turnover risk scores, org data, headcount trends) and use them to drive strategic conversations with BU Directors — not just passive reporting.
- Understands the fundamentals of predictive models (e.g., Predictive Turnover) well enough to translate Early Warning alerts into concrete action, such as triggering a Stay Interview the moment risk is flagged — doesn't need to build the model, but must lead with data over gut feeling.
- Working proficiency in basic data visualization tools (Power BI, Tableau, or Excel Pivot Tables) to independently build insights for leadership presentations.
- Familiar with AI tools used in HR workflows (e.g., AI-powered chatbots, AI-assisted ATS screening) — enough to oversee and sanity-check AI-generated outputs rather than blindly trusting automation.
- Strong data storytelling skills — able to translate HR metrics into narratives tied directly to business P&L impact.
Currently, our People team is navigating the Forming -> Storming stages and will soon be transitioning into Norming -> Performing.
Regarding People Infrastructure, our HRIS + LMS systems are currently in the Sourcing & Migration phase. This means we still have to deal with manual work for the time being—it is not quite the picture-perfect world one might expect just yet.
We are looking to recruit an HR professional who truly understands 3 core areas:
- The Business
- The People
- The Technology
