Lead HR Business Partner - Luxury Retail (10-15 yrs)

Job Title: Lead HRBP - Luxury Retail

Job Description:

The incumbent will have overall responsibility for driving and institutionalizing HR best practices in HR Operations, Compliance & Technology.

Areas of Responsibility:

HR Operations:

a) Ensure the timely and error free processing of monthly payroll related information and Full & Final settlements as per timelines.

b) Ensure that the Annual Increments, Bonus and Spot Awards is effected and disbursed within timelines.

c) Liaison with Internal and external partners in the resolution of any payroll problems/concerns.

d) Process owner for all Record Management pertaining to Employees Personnel Files, Attendance Data, Leave Data,Salary payments etc. during the employee lifecycle.

e) Ensure proper documentation and Records Management across Employee Life cycle.

f) Ensure entitlements and statutory pay out to employees is done as per SOP and TAT.

g) Responsible for all Payroll & Statutory Compliance requirements.

h) To manage and conduct all Employee Relations procedures and provide support to HR Business Partners on disciplinary, grievance, performance management and redundancies, conducting Exit interviews, coordinating the employees exit from the firm and tracking status of full & final settlement.

i) Monthly meetings with business stakeholders

Compliance Management:

a) Responsible for ensuring that all compliances including labour law compliances and under Shops & Establishment as applicable are complied with.

b) Undertakes an internal audit to determine the level of readiness of the function in meeting the various statutory requirements.

c) Responsible for ensuring that sensitization sessions are conducted for internal stakeholders on various labour laws either by self/external facilitator and guidelines are followed across employee life cycle.

d) Ensure an empanelled list of Consultants who could partner and offer Compliance solutions. Negotiate with Empanelled Consultants for best offers. o Budget Management

Policies and Protocols:

a) Ensures HR policies, systems and processes are in place in consultation with the leadership team.

b) Develops new policy initiatives to align these with the needs of the changing marketplace.

c) Ensures that the key features of the policies and procedures are communicated and understood by the employees and becomes a part of the Induction Process.

Management Information/Reporting:

a) Monthly/Annual MIS to be prepared as per function/region requirements.

b) Need based MIS for Vertical Heads on elements like Costs, Recruitment, Attrition, Wage bill run rate, Referral Incentives etc.

c) Active Employee List and Exit tracker management

d) Align with HR Business Partners and Centres of Excellence to set up consistent dashboards.

e) Proactively conduct a range of analysis and provide recommendation for improvement across areas. o Reviewing risks and demonstrates a quality focus to mitigate errors.

Employee Relation:

a) Responds to general or basic employee relations issues raised by employees and non-employees, anonymous or non-anonymous sources, or at request of senior team members.

b) Works with moderate to close guidance depending on the issue.

c) Recommends a resolution or response to the workplace issue and coordinates with the appropriate parties (including senior staff) when action is required.

d) Works directly with senior team members with moderate to close guidance to address general employee relationsissues raised by managers or employees.

e) Partners with managers regarding guidance, up to and including implementation of Corrective Action, for general/basic employee relations issues.

f) Escalates high-risk employee issues and employee workplace incidents and/or security threats to more senior team members.

g) Initiates contact with legal counsel as needed under the guidance of senior Employee Relations staff.

h) Accurately assesses the level of legal intervention needed, especially in cases of employee termination.

i) Coordinates termination situations with involved parties and may present evidence for termination.

j) Serves as a resource and advises on general/basic policy application and process/practice implementation.

k) Contributes to the achievement of Employee Relations objectives within a line of business.

Education Background:

a) Post Graduate Degree in Human Resource.

b) Certifications in Labour Laws Compliance and Rewards Management will be an advantage.

Work Experience:

a) Minimum 10 -15 years of progressive experience in Compensation & Benefits and Operations and Compliance.

b) Thorough knowledge of Darwinbox ERP will be an added advantage.

8) Skills Set

Soft skills:

- Results orientation

- Process orientation

- Relationship management

- Change management

- Effective listening

- Collaboration

Technical skills:

- Numeracy and ability to analyse quantitative and qualitative data

- Very well versed with MS Office _ WORD, EXCEL & POWERPOINT etc.