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