Senior Manager - Human Capital

Objective: The Senior Manager – Human Capital will lead the strategic design and implementation of HR policies, high-volume recruitment plans, employee engagement frameworks, and capability-building initiatives across the organization. This role serves as a critical HR business partner, driving people through strategies that directly support business growth, operational excellence, and cultural alignment. The incumbent will also oversee the delivery of key people programs including onboarding, talent management, succession planning, and HR transformation projects. Key Responsibility: Strategic HR Business Partnering Serve as a senior advisor to functional leaders, brand heads, and business units on strategic people issues, including talent strategy, workforce planning, and organizational design. Analyze workforce trends and provide data-driven insights to align human capital initiatives with changing business needs and market dynamics. Drive proactive planning around talent needs for expansion, seasonal demands, and business diversification. Act as a trusted advisor to business leaders, providing guidance on talent management, workforce planning, and organizational development. Drive a high-performance culture through effective HR interventions, employee engagement, and leadership development. Organizational Capability & Development Collaborate with HR Centers of Excellence (COEs) in performance, rewards, L&D, and operations to deploy integrated talent solutions. Lead strategic interventions such as succession planning, HiPo development, and readiness mapping for critical roles. Oversee coaching, mentoring, and leadership development programs to build future-ready capabilities across business units. Employee Engagement & Experience Execute and lead enterprise-wide engagement initiatives including pulse surveys, town halls, employee recognition programs, and feedback mechanisms. Foster a transparent and collaborative culture by spearheading communication strategies that connect employees to business purpose and values. Address high-impact employee relations matters, including conflict resolution, grievances, and disciplinary issues with diplomacy and fairness. HR Governance, Policy & Process Excellence Review and update HR policies, SOPs, and compliance guidelines to reflect business and legal developments. Champion continuous improvement initiatives to streamline onboarding, HR processes, and technology enablement. Provide leadership in driving HR analytics, reporting, and audits in alignment with internal and external compliance mandates. Drive diversity, equity, and inclusion (DEI) programs to foster an inclusive workplace. Collaborate with regional and global HR teams to align local practices with the company’s global HR strategy. Budget Management Monitor and manage the HR budget, ensuring workforce requirements and employee programs are delivered effectively within allocated resources. Manage workforce planning, restructuring, and changing management initiatives. HR Analytics Leverage HR analytics to provide insights and recommendations for decision-making. Develop HR reports and dashboards using MS Excel to track key HR metrics, providing insights to drive decision-making. Desired Experience: The ideal Senior Manager – Human Capital in a retail company should have 10–14 years in Human Resources with at least 4–5 years in a strategic or senior HR leadership role, preferably in a high-volume retail, FMCG, or services environment.

10–14 years in Human Resources with at least 4–5 years in a strategic or senior HR leadership role, preferably in a high-volume retail, FMCG, or services environment.

Strategic HR Business Partnering: Serve as a senior advisor to functional leaders, brand heads, and business units on strategic people issues, including talent strategy, workforce planning, and organizational design. Analyze workforce trends and provide data-driven insights to align human capital initiatives with changing business needs and market dynamics. Drive proactive planning around talent needs for expansion, seasonal demands, and business diversification. Act as a trusted advisor to business leaders, providing guidance on talent management, workforce planning, and organizational development. Drive a high-performance culture through effective HR interventions, employee engagement, and leadership development. Organizational Capability & Development: Collaborate with HR Centers of Excellence (COEs) in performance, rewards, L&D, and operations to deploy integrated talent solutions. Lead strategic interventions such as succession planning, HiPo development, and readiness mapping for critical roles. Oversee coaching, mentoring, and leadership development programs to build future-ready capabilities across business units. Employee Engagement & Experience: Execute and lead enterprise-wide engagement initiatives including pulse surveys, town halls, employee recognition programs, and feedback mechanisms. Foster a transparent and collaborative culture by spearheading communication strategies that connect employees to business purpose and values. Address high-impact employee relations matters, including conflict resolution, grievances, and disciplinary issues with diplomacy and fairness. HR Governance, Policy & Process Excellence: Review and update HR policies, SOPs, and compliance guidelines to reflect business and legal developments. Champion continuous improvement initiatives to streamline onboarding, HR processes, and technology enablement. Provide leadership in driving HR analytics, reporting, and audits in alignment with internal and external compliance mandates. Drive diversity, equity, and inclusion (DEI) programs to foster an inclusive workplace. Collaborate with regional and global HR teams to align local practices with the company’s global HR strategy. Budget Management: Monitor and manage the HR budget, ensuring workforce requirements and employee programs are delivered effectively within allocated resources. Manage workforce planning, restructuring, and change management initiatives. HR Analytics: Leverage HR analytics to provide insights and recommendations for decision-making. Develop HR reports and dashboards using MS Excel to track key HR metrics, providing insights to drive decision-making.