
HR Transformation
4 weeks ago
We are seeking a strategic and detail-oriented HR professional to lead the transformation of our talent and performance management systems. This role is critical in driving organizational effectiveness across our core businesses, including the Pawnshop operations, through enhanced processes, tools, and data insights.
Key Responsibilities 1. Talent ManagementRetention & Succession Planning
Identify and track high-potential employees, key talent, and potential flight risks.
Develop succession plans aligned with business continuity.
Competency Framework Development
Define core competencies across roles.
Implement testing or validation tools to assess skill levels.
Internal Career Pathing
Design transparent and motivating internal promotion pathways to support employee growth.
Performance System Revamp
Redesign appraisal systems to be fair, effective, and aligned with business goals.
Simplify performance review structures, particularly in operational functions like the Pawnshop.
Enhance OKR and KPI frameworks to improve alignment and accountability.
Simplify complex appraisal mechanisms.
Create a more reliable system for evaluating staff beyond just rankings, experience, or job titles.
Eliminate dependency on complex Excel workbooks currently managed by single stakeholders.
4. Data, Control & Reporting
Improve accuracy and clarity of key HR reports:
Employee Turnover (already reported quarterly)
Absenteeism
Time to Fill
Training Effectiveness
Design and implement a centralized HR database to capture and preserve historical data for future analytics.
5. Knowledge & Document Management
Audit and clean up legacy folders spread across multiple systems (e.g., HRM platforms).
Ensure access rights are correctly configured to maintain data security and confidentiality.
6. Process Improvement & Documentation
Standardize core HR processes:
Hiring workflows
Interview structures and feedback mechanisms
Offer processes
Develop clear documentation and SOPs for all critical HR operations.
7. Feedback & Communication Systems
Build channels to collect and address feedback from front-line store staff.
Implement structured systems to log, escalate, and resolve store-level HR issues.
5–8 years of progressive HR experience, ideally including HRBP or transformation roles
Experience in operational-heavy industries (e.g., retail, logistics, field services) is a plus
Strong understanding of performance management systems and talent frameworks
Proficiency in Excel, reporting tools, and/or HRIS platforms
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