Policy Management & Compliance:

- Develop, revise, and disseminate key HR policies including POSH, Code of Conduct, and the HR Handbook

- Ensure adherence to statutory and labor regulations through quarterly HR audits

- Roll out annual health initiatives such as GMC/GPA coverage and bi-annual health checkups

- Conduct bi-annual reviews of HRIS access logs, data retention protocols, and privacy compliance

Talent Planning & Acquisition:

- Project hiring needs for HO and store teams in alignment with expansion strategies

- Lead recruitment efforts for both corporate and frontline roles

- Design sourcing strategies leveraging job portals, social media, campus partnerships, and local networks

- Optimize hiring processes, manage BGV vendors, and ensure seamless onboarding

Career Development & Succession Planning:

- Establish transparent promotion and transfer policies with defined eligibility and panel review mechanisms

- Create skill-based certification programs tailored for store employees

- Develop and communicate career progression frameworks across all roles with quarterly updates

- Identify successors for key positions and conduct readiness evaluations

Performance, Rewards & Culture:

- Drive total rewards strategy including compensation benchmarking, bonus structures, flexible benefits, and recognition programs

- Introduce variable pay models, spot awards, and non-monetary appreciation initiatives

- Manage wellness programs covering mental health, fitness, financial literacy, and EAPs

- Promote organizational values throughout recruitment, onboarding, and training; reinforce through storytelling, townhalls, and recognition platforms

- Cultivate belonging through rituals like quarterly offsites and value-driven workshops

- Collaborate with leadership to foster a unified, inclusive culture across HO and store teams

Employee Engagement & Communication:

- Build an internal communication framework for policy updates, rollouts, and crisis management

- Organize quarterly townhalls, monthly newsletters, and employee recognition events

- Set up grievance redressal clinics via monthly store visits; oversee disciplinary and exit procedures

- Enhance employer branding through LinkedIn and other digital channels

HRIS & Process Automation:

- Lead implementation and continuous improvement of HRIS across recruitment, onboarding, performance, and payroll

- Maintain accuracy of employee master data, automate attendance tracking, and enable self-service portals

- Develop real-time BI dashboards for attrition, headcount, and productivity analytics

- Automate feedback surveys (onboarding, training, exit, change management) and monitor actionable insights

Change Management & Leadership Reporting:

- Deliver training sessions and quick-reference guides for new processes to managers

- Present monthly KPI dashboards and HR MIS reports to leadership with actionable recommendations

- Conduct impact assessments before and after major changes; share quarterly findings with leadership