Talent Development Manager

Roles & Responsibilities

Talent Development Specialist

To succeed in this dynamic role, you must be an experienced HR professional with a passion for retail and a knack for driving people strategies.

Join us in shaping the employee experience and operational success of our retail stores. Your responsibilities will span the full HR lifecycle, focusing on:

Talent Acquisition & Workforce Planning

• Strategize & Source: Develop and implement innovative staffing strategies to attract top retail talent at all levels.
• Execute Hiring Plans: Lead the end-to-end hiring process for store staff, ensuring quality hires aligned with our competency standards.
• Optimize Costs: Diligently monitor and control recruitment costs, exploring diverse channels to ensure efficient and budget-friendly hiring.
• Remuneration Control: Closely track, control, and report on store remuneration costs, identifying opportunities to optimize productivity.

Talent & Succession Management

• Identify & Nurture Potential: Partner with the Retail Head to identify high-potential store managers and staff for advancement.
• Develop Future Leaders: Ensure identified talent completes necessary training and development programs.

Employee Development & Career Growth

• Drive Training Initiatives: Plan and execute engaging training programs, collaborating with our Retail Excellence and HR Training teams.
• Chart Career Paths: Create and implement clear career progression frameworks for all retail roles.
• Talent Reviews: Facilitate quarterly development reviews and calibrations for key store talent.

Employee Engagement & Culture

• Foster a Vibrant Culture: Design and execute strategic employee engagement drivers and activities tailored for our retail teams.
• Connect & Communicate: Build a two-way communication channel between HQ and retail stores, engaging directly with employees through regular store visits.
• Boost Retention: Develop and implement plans to control attrition rates, working closely with District and Store Operations Managers.
• Reward & Recognition: Create and manage comprehensive reward mechanisms to drive high productivity.

Performance Management & Optimization

• Drive Profitability: Analyze store-wise profitability and collaborate with Store Operations and District Managers to devise and implement actionable plans.
• Achieve Productivity Benchmarks: Review monthly productivity reports and take necessary actions to ensure all stores meet performance targets.
• Performance Framework: Communicate Key Result Areas (KRAs) to all retail staff and establish strong measurement processes.
• Exit Strategy: Develop and implement clear, compliant exit strategies for underperforming store managers.

Industrial Relations & Compliance

• Proactive Compliance: Proactively implement company policies to prevent potential industrial relations issues at store and chain levels.
• Advise & Facilitate: Advise and support managers on suitable disciplinary actions, highlighting and addressing any ongoing IR concerns.
• Employee Satisfaction: Design and implement programs aimed at enhancing the Employee Satisfaction Index and improving retention.
• Labour Law Adherence: Ensure strict compliance with all labor laws from an operational perspective.

What You'll Bring: Role Requirements

• Education: Minimum Bachelor's Degree. A Master's degree is an advantage.
• Experience:
  3-5 years of strong HR Business Partnership (HRBP) experience, ideally within the retail industry/F&B industry or supporting a commercial/sales function.
  At least 2 years of leadership experience managing a team of at least 2 staff.
  Must have prior on-ground retail coverage experience to truly understand and support the retail store environment.
  Strong background in Industrial Relations & Compensation (incentive) is essential to effectively advise the retail business.

Apply now and forward your resume if you're ready to make a significant impact in a leading retail brand.

Tell employers what skills you have

Attrition
Store Operations
Leadership
Talent Acquisition
Pipelines
Workforce Planning
Retail Sales
Employee Engagement
Strategy
Compliance
Learning and Development
Industrial Relations
Performance Management
Human Capital

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