Aditya Birla Fashion & Retail - General Manager - Human Resource/Diversity & Inclusion/Recognition/POSH (9-10 yrs)

Role: Lead HR - Style Up and MGL, D&I, Recognition, POSH (General Manager)

Reports to: Head HR

Location: Mumbai

Exp required: 9+ Years

Qualification: MBA HR

- As D&I lead the position is responsible to lead and implement initiatives that promote diversity, equity, and inclusion within an organization. This role is essential in fostering a diverse and inclusive workplace culture, which has numerous benefits, including improved employee morale, creativity, and performance.

- The Pantaloons BU houses three businesses, Pantaloons, StyleUp and Marigold Lane.

- Pantaloons is India's favourite fast fashion shopping destination, catering to the apparel and lifestyle needs of modern India.

- Over the past two decades, Pantaloons has emerged as one of the strongest brands in the industry, making it an accessible fashion favourite across the length and breadth of the country. Pantaloons offers a host of well-loved inhouse labels as well as national brands across categories such as casual wear, ethnic wear, formal wear, party wear and active wear for men, women and kids. Non-apparel products include footwear, handbags, cosmetics, fashion jewellery and home decor.

- In the post pandemic world, Pantaloons is poised to pivot to digital, which will mean the Pantaloons will not only build a very salient e commerce channel to serve the needs of the online customer but also extensive use of data and analytics to improve decision making in all parts of the organization. Pantaloons will continue to expand and increase its brand presence across the length and breadth of the country and pilot new models to serve specific customer needs.

- StyleUp is a retail format which is being relaunched to serve the fashion forward but value conscious young customer in Metro and tier 1 cities. The business has huge potential as this cohort of customers is the fastest growing segment.

- Marigold Lane is a premium ethnic offering for Women in Metro and Tier 1 cities. While it competes with the likes of Biba and W, its unique take on design and silhouettes, has helped it create a unique position in the hearts and minds of customers.

About the function:

The HR Organization of Pantaloons is committed to delivering all the talent, engagement, performance requirements of the business. Retail being a manpower intensive and talent dependent business, the HR team has a critical role in building and strengthening sources of competitive advantage.

Key Challenges:

1. Setting up the HR processes for the new businesses

2. Retaining top talent in the current scenario of organization transition and in the face of aggressive and increased competition

3. Retaining young workforce through meeting their expectations around competitive compensation, professional development, fasttrack

career opportunities, mobility options and work-life balance.

4. Ensuring all rounded diversity by encouraging top talent from diverse backgrounds, and establishing greater consciousness to improve cultural, global and gender-based equity in the company's talent mix

5. Constantly upgrading organizational skills to match with the latest tools and technologies

6. Constantly look for latest and cutting-edge training management interventions to upgrade process

4) Key Result Areas/Accountabilities:

Key Result Areas/Accountabilities Supporting Actions:

Manpower Strategy:

1. Create an organization design to build a future ready organization

2. Custodian of overheads and sell-ex management and optimization

3. Build manpower cost model/ strategy in sync with the brand ethos Talent Acquisition /Management

1. Create strategy for talent acquisition in sync with the brand ethos

2. Create and execute the talent management process for set of retail stores and product organization

Culture/ Organization effectiveness:

1. Custodian of organization culture for corporate and retail employees which is a. Inclusive b. diverse c. New age d. Customer centric e. Performance oriented

2. Study the culture of new age organizations and integrate best practices

3. Socialize the organization culture among employees and leaders and check for culture fit

4. Create awareness of ABG Values and POSH process. Create processes to foster a safe environment for customers to shop and employees to work. Drive the culture of fairness by thorough investigation on employee grievances, structural loop closures to reduce the instances

5. Customize the employee engagement to brand ethos and foster employee engagement / recognition through appropriate engagement tools

6. Listen to employee feedback through voice of the employee and take affirmative actions to deliver superior employee experience

7. Listen to the voice of the customer and align org process and capability building initiatives to deliver superior customer experience

Capability Building:

1. Understand the business imperatives and identify the key organization competencies

2. Create learning interventions to build key org capabilities in line with business imperatives

Stakeholder Management:

1. Understand key business stakeholders their needs, expectations and values

2. Provide strategic support to stakeholders to deliver org goals

3. Build an effective partnership with stakeholders to uphold the culture together

4. Coach the business stakeholders in tough situations and encourage decisions which are in sync with the cultural tenants

5. Custodian of the leadership brand of business stakeholders in tough situations

HR Operations, Systems and Analytics:

1. Create and govern processes to provide superior employee experience - Hiring, onboarding, confirmation, separation, transfers

2. Monitor the payroll operations for accuracy, streamlined operations

3. Ensure statutory compliances for retail stores

4. Ensure rigorous performance appraisals, and bell curve implementation

5. Ensure completion of processes as per Group timelines - midyear review, annual review and goal setting

5. Equip employees with inputs for these processes to be effective via training initiatives

COE Role - D&I, Recognition

Strategy Development:

1. Develop and execute a comprehensive D&I strategy aligned with the organization's goals and values. This involves setting clear objectives and key performance indicators to measure progress.

2. Design and implement a comprehensive R&R strategy that aligns with the organization's goals, values, and culture.

Training

1. Implement diversity and inclusion training programs for employees at all levels, raising awareness about unconscious bias and promoting inclusive behaviors.

Policy and Compliance:

1. Ensuring organization's policies, procedures, and practices are in compliance with diversity and inclusion laws and regulations.

2. Develop and update the organization's sexual harassment policies and procedures in accordance with relevant laws and regulations

3. Ensure that the organization is compliant with all POSH laws and regulations, including the formation of Internal Complaints Committees (ICCs) as required.

4. Conduct training and awareness programs to educate employees about their rights and responsibilities regarding sexual harassment.

Recognition Programs:

1. Establish and manage various recognition programs that acknowledge and celebrate employee achievements, such as awards, certificates, or verbal appreciation.

2. Create and administer incentive and rewards programs, which may include bonuses, gift cards, and other forms of recognition for outstanding performance.