Executive - Human Capital

Objective: The Human Capital Executive is responsible for providing support in the various human resource functions, which include recruitment, staffing, training and development, performance monitoring and employee counseling. The Human Capital Executive provides advice and assistance to supervisors and staff. This may include information on training needs and opportunities, job descriptions, performance reviews and personnel policies of the Council. The position coordinates the staff recruitment process. The Human Capital Executive provides advice and support to supervisors and staff selection committees and ensures that they have accurate and timely information in order to make effective decisions. Key Responsibility: Onboarding & Employee Records Support the onboarding process by preparing offer letters, collecting joining documents, and coordinating induction logistics. Maintain accurate employee files (physical and digital) and update the HRMS with all relevant employee information and changes. Ensure all new joiners are added to group systems (payroll, email, insurance) in coordination with relevant teams. Operational HR Support Handle day-to-day employee requests including employment letters, salary certificates, ID card issuance, and HR-related queries. Assist in tracking attendance regularizations, shift changes, and leaves in coordination with the Admin and Operations teams. Generate and maintain trackers for employee lifecycle activities such as confirmations, transfers, and resignations. Engagement & Communication Assist in planning and executing employee events, birthday celebrations, and HR communication campaigns. Support employee surveys by distributing forms, collecting responses, and preparing basic summary reports. Maintain notice boards and internal communication channels with up-to-date HR information. Documentation & Reporting Prepare HR documents such as warning letters, promotion memos, and contract amendments under supervision. Maintain HR registers and logs for audit purposes, ensuring timely filing and accuracy of records. Share weekly/monthly reports related to headcount, leave balances, and employee changes as per formats provided. Process Compliance Ensure adherence to internal SOPs, approval hierarchies, and documentation protocols for all HR tasks. Participate in internal HR checks, audits, and compliance reviews by submitting required data and documents. Raise any identified gaps or employee concerns to the Senior Executive or Assistant Manager promptly. Coordination with Cross-Functional Teams Liaise with Payroll, Admin, PRO, and IT teams to ensure seamless execution of employee-related transactions. Follow up on pending approvals, documents, and system updates to ensure timely processing of HR actions. Desired Experience: The ideal Executive – Human Capital in a retail company should have 3+ years of progressive experience in human resource/HRMS/administration. Proven success in driving high level cross functional collaboration, enhancing customer engagement, and achieving & exceeding sales KPI targets for stores.

3+ years of progressive experience in human resource/HRMS/administration. Proven success in driving high level cross functional collaboration, enhancing customer engagement, and achieving & exceeding sales KPI targets for stores.

Onboarding & Employee Records: Support onboarding by preparing offer letters, collecting joining documents, coordinating induction logistics; maintain accurate employee files and update HRMS; ensure new joiners are added to payroll, email, insurance. Operational HR: Handle day-to-day employee requests (employment letters, salary certificates, ID card issuance, HR queries); track attendance regularizations, shift changes, leaves; generate and maintain trackers for lifecycle activities (confirmations, transfers, resignations). Engagement & Communication: Plan and execute employee events and HR campaigns; support surveys; maintain notice boards and internal channels. Documentation & Reporting: Prepare HR documents (warnings, promotion memos, contract amendments); maintain HR registers; share weekly/monthly headcount, leave balances, changes reports. Process Compliance: Adhere to SOPs and documentation protocols; participate in internal checks and audits; raise gaps or concerns to Senior Executive. Coordination with Cross-Functional Teams: Liaise with Payroll, Admin, PRO, IT; follow up on approvals and system updates to ensure timely HR actions.