Talent & HRBP lead - Mumbai(Lower parel)

Role Summary
We are looking for a Retail Talent & HRBP Lead who will own end-to-end hiring and people processes across all retail stores.
This role will act as the primary people partner for the retail business while driving high-quality hiring, building structured processes from scratch, and strengthening the overall retail talent engine.
 

Core Responsibilities
1. Retail Hiring Ownership (Primary Focus)
 Own end-to-end hiring across all stores and retail functions
 Hire for:
o Stylists
o Store Managers
o Cluster Managers
o Retail Operations Roles
 Build strong pipelines for ongoing store expansion
 Ensure store hiring readiness before new store openings
 Improve hiring quality and speed

2. Premium Talent Sourcing & Poaching
 Actively identify and pitch talent from luxury and bridge-to-luxury brands
 Build networks across premium retail brands
 Maintain ready pipeline of high-quality candidates
 Proactively approach and convert strong profiles
 Move beyond job portal hiring to targeted sourcing
This is a key success factor for the role.

3. Retail Workforce Planning
 Partner with leadership on store hiring plans
 Translate store expansion into hiring timelines
 Plan manpower per store
 Track hiring plan vs actual
 Ensure no store launches are delayed due to hiring

4. Retail HRBP Ownership
This role will also act as the HR partner for retail teams.
 Support store managers on people issues
 Handle performance concerns and exits
 Support retention initiatives
 Improve onboarding experience
 Identify talent gaps across stores
 Build succession pipelines for store managers
This is not a full corporate HRBP role but will cover retail employee lifecycle.

5. Build Processes from Scratch (Critical)
 Create structured hiring trackers
 Build candidate pipelines and databases
 Standardise interview formats
 Create hiring scorecards
 Set up offer tracking systems
 Document hiring and onboarding processes
 Build simple HR trackers for retail teams
This role will need to create systems and structure from the ground up.

6. Hiring Analytics & Reporting
 Track hiring metrics:
o time to hire
o offer-join ratio
o source quality
o early attrition
 Share monthly hiring updates
 Identify hiring bottlenecks Improve hiring efficiency
7. Stakeholder Partnership

 Work closely with founders and retail leadership
 Run hiring reviews
 Advise on compensation benchmarks
 Push for faster decisions when required

Team Structure
 Individual contributor role
 One junior recruiter/HR support resource
 Full ownership of retail talent
KPIs
 Store hiring readiness
 Hiring plan vs actual
 Time to hire
 Offer-join ratio
 Quality of hire
 90-day retention
 Strength of premium talent pipeline
Ideal Profile
 5–8 years experience in retail TA or retail HRBP
 Experience hiring store teams
 Strong sourcing and poaching ability
 Comfortable working independently
 Experience building processes from scratch
 Strong stakeholder management
 Hands-on and execution focused
 Comfortable in fast-paced founder-led environment