Job Summary
The HR Manager will play a pivotal role in driving strategic and data-centric HR initiatives that enhance operational efficiency, employee engagement, and organizational growth. The role requires a forward-thinking professional capable of designing and executing transformational programs that align HR strategies with business goals in a dynamic and fast-paced retail environment.
Key Responsibilities
Workforce and Organizational Development
Lead the design and implementation of organizational structures that support strategic business objectives.
Evaluate and redesign job roles, reporting lines, and team structures to improve efficiency and collaboration.
Develop change management strategies to support business transformation initiatives.
Facilitate organizational assessments to identify strengths, weaknesses, opportunities, and risks within teams or functions.
Partner with Learning & Development teams to create programs that support leadership development and employee career progression.
People Analytics & Workforce Insights
Develop and execute a people analytics strategy that supports the business objectives.
Analyse workforce data to identify trends, opportunities, and challenges, providing actionable insights to stakeholders.
Design and maintain HR metrics, and KPIs to measure workforce performance and HR effectiveness.
Conduct predictive and prescriptive analytics to anticipate workforce needs, attrition risks, and skills gaps.
Provide insights to support workforce planning, and talent optimization strategies.
Talent Management & Strategy
Collaborate with department heads to design and implement strategies for talent acquisition, development, and retention.
Evaluate the effectiveness of HR programs and interventions using data-driven methods.
Support performance management systems through analytics and reporting on employee productivity and engagement.
Data Governance & Compliance
Establish and maintain data governance policies for HR data to ensure accuracy, security, and compliance.
Ensure alignment with local labour laws and data protection regulations (e.g., GDPR, NDPR).
Stakeholder Collaboration
Act as a strategic advisor to senior management by presenting workforce insights to inform business decisions.
Work closely with department heads and teams to translate business challenges into people analytics solutions.
Train HR team members and line managers on interpreting data insights and applying them effectively.
Technology & Tools
Lead the adoption of advanced HR technology and analytics tools, such as HRIS, applicant tracking systems (ATS), and business intelligence software.
Identify opportunities for automation and system enhancements to improve HR operations.
What To Have
Bachelor’s degree in Human Resources, Business Administration, or a related field; advanced degree or certification (e.g., CIPD, SHRM) is an advantage.
Experience in the E-commerce, Fashion or Retail sector will be highly desirable.
Needed experience of 7 to 10 years of progressive HR experience, with at least 3 years in HR Consulting; especially in areas of transformation or change management roles.
Proven track record of leading HR transformation projects in a fast-paced, dynamic environment.
Strong understanding of HR technologies, data analytics, and process improvement methodologies.
Strong analytical and problem-solving skills with a keen eye for detail.
Excellent communication and presentation skills, with the ability to simplify complex data for diverse audiences.
Strong stakeholder management and interpersonal skills.
Strategic thinking and ability to align people analytics with organizational goals.
Adaptability to work in a dynamic and fast-paced retail environment.
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