Job Description
The Human Resources Market Partner is a key advisory leader who acts as a consultant to the retail business leaders at the Market and Store level on Talent Strategy, Workforce and Organizational Management, Program Delivery and Diversity and Inclusion. They will partner closely with the Human Resources Business Partner to ensure alignment on the organizations strategic goals that will drive our key results in the areas of talent and Developerpment across the region and deliver on market-specific programs and needs. The HR Market Partner will make recommendations, decisions and empower the business to manage and Developerp their talent. They will communicate effectively to champion initiatives that support strategic goals of the business and promote consistency, reduce risk and engage talent to grow, Developerp and exceed Key Results.
Responsibilities
Talent Management: Responsible for aligning business objectives with talent strategy. The HRMP Developerps a strong knowledge base of their business partners functions and business objectives. They maintain an effective level of business literacy about the businesss financial position, its culture and its competition.
Developerp and deliver an aligned business unit human capital strategy by leveraging the broader s Global Talent strategy and COE tools.
Monitor and utilize internal/external trends with key metrics, and partner with Centers of Excellence, and business leaders to reframe challenges and identify solutions through the lens of talent and employee experience.
Support holistic benchstrength analysis and succession planning processes, in partnership with Market VP and Store Leaders and HRBP.
Leverage and apply talent analytics and insights with business leaders.
Workforce & Organization: Oversee workforce planning and various activities that support organizational design work including engagement strategy and action planning.
Monitor workforce planning efforts (forecasting, skills Developerpment, optimization of resources, partnership with TA) to align organization's business strategy to its talent strategy and ensure that each business unit has the right skills at the right time. Monitor financial implications of labor needs / changes and tracking adherence to the workforce plan.
Partner with Employee Relations on escalated matters and coaching to the business.
Program Delivery: Collaborate with COEs and Business on strategic delivery of various programs.
Support compensation reviews for Store Leaders, in partnership with Total Reward to ensure compensation aligns competitively based on local business trends and geographic differences
Partner with Talent Acquisition COE on Employment Value Proposition and Brand Ambassadorship.
Participate in assessment panels and participate in the talent selection process for critical market positions such as Market and Store Leadership.
Partner with business leaders on employee engagement strategy and action planning.
Streamline communication from leadership level to store level to yield the most favorable adoption of initiatives, policies, and concepts.
Calibrate annual performance ratings to ensure consistency and alignment with Market and Store Leadership
Inspire a culture of celebration, appreciation and recognition at market and store level to drive performance and motivate.
Diversity and Inclusion: Ensure the integration of D&I within day-to-day practices that cultivate both a diverse and inclusive workforce, in which all individuals have equal access to opportunities and resources. Coach and Developerp leadership competency in D&I.
Lead, prioritize and communicate with each business leader the importance of encouraging appreciation for diversity in all its forms by regularly including D&I in their agenda.
Drive leadership to understand, own and measure their D&I accountability through coaching and consulting to the greater D&I strategy.
Partner with Communication, Culture and Inclusion on D&I strategy, including creation and execution of annual D&I talent plan.
Partner with TA on highlighting diversity needs and bias mitigation through all talent activities with through the use of metrics and consistent feedback to the business.
Qualifications
Required
Minimum 8 years diverse HR experience in HR talent strategy and program delivery with exposure to Employee Relations and Recruitment
Bachelors degree required
Ability to travel as needed throughout the markets within your scope and to NYC for meetings
Strong consultative mindset and project management skills
Proven ability to productively influence others and negotiate as needed
Excellent interpersonal, communication, problem solving, collaboration skills
Outstanding business acumen and analytical skills
Must be organized, detail oriented, able to work independently and manage multiple priorities simultaneously
Preferred
Experience in the retail industry with attention to sales and service is strongly preferred
SHRM certification and/or advanced degree preferred
Responsibilities
Talent Management: Responsible for aligning business objectives with talent strategy. The HRMP Developerps a strong knowledge base of their business partners functions and business objectives. They maintain an effective level of business literacy about the businesss financial position, its culture and its competition.
Developerp and deliver an aligned business unit human capital strategy by leveraging the broader s Global Talent strategy and COE tools.
Monitor and utilize internal/external trends with key metrics, and partner with Centers of Excellence, and business leaders to reframe challenges and identify solutions through the lens of talent and employee experience.
Support holistic benchstrength analysis and succession planning processes, in partnership with Market VP and Store Leaders and HRBP.
Leverage and apply talent analytics and insights with business leaders.
Workforce & Organization: Oversee workforce planning and various activities that support organizational design work including engagement strategy and action planning.
Monitor workforce planning efforts (forecasting, skills Developerpment, optimization of resources, partnership with TA) to align organization's business strategy to its talent strategy and ensure that each business unit has the right skills at the right time. Monitor financial implications of labor needs / changes and tracking adherence to the workforce plan.
Partner with Employee Relations on escalated matters and coaching to the business.
Program Delivery: Collaborate with COEs and Business on strategic delivery of various programs.
Support compensation reviews for Store Leaders, in partnership with Total Reward to ensure compensation aligns competitively based on local business trends and geographic differences
Partner with Talent Acquisition COE on Employment Value Proposition and Brand Ambassadorship.
Participate in assessment panels and participate in the talent selection process for critical market positions such as Market and Store Leadership.
Partner with business leaders on employee engagement strategy and action planning.
Streamline communication from leadership level to store level to yield the most favorable adoption of initiatives, policies, and concepts.
Calibrate annual performance ratings to ensure consistency and alignment with Market and Store Leadership
Inspire a culture of celebration, appreciation and recognition at market and store level to drive performance and motivate.
Diversity and Inclusion: Ensure the integration of D&I within day-to-day practices that cultivate both a diverse and inclusive workforce, in which all individuals have equal access to opportunities and resources. Coach and Developerp leadership competency in D&I.
Lead, prioritize and communicate with each business leader the importance of encouraging appreciation for diversity in all its forms by regularly including D&I in their agenda.
Drive leadership to understand, own and measure their D&I accountability through coaching and consulting to the greater D&I strategy.
Partner with Communication, Culture and Inclusion on D&I strategy, including creation and execution of annual D&I talent plan.
Partner with TA on highlighting diversity needs and bias mitigation through all talent activities with through the use of metrics and consistent feedback to the business.
Qualifications
Required
Minimum 8 years diverse HR experience in HR talent strategy and program delivery with exposure to Employee Relations and Recruitment
Bachelors degree required
Ability to travel as needed throughout the markets within your scope and to NYC for meetings
Strong consultative mindset and project management skills
Proven ability to productively influence others and negotiate as needed
Excellent interpersonal, communication, problem solving, collaboration skills
Outstanding business acumen and analytical skills
Must be organized, detail oriented, able to work independently and manage multiple priorities simultaneously
Preferred
Experience in the retail industry with attention to sales and service is strongly preferred
SHRM certification and/or advanced degree preferred
💡 Quick Summary
Seeking a career-building opportunity? The Market HR Partner position is now open for candidates interested in the Human Resource (HR) Jobs sector. This role in Pune offers a professional environment and growth potential.
Requirement Snapshot: Candidates should possess basic communication skills, a proactive attitude, and the ability to work in a team. Experience in Human Resource (HR) Jobs is a plus.