Director – Human Resources & People Strategy
Company: Meena Bazaar
Location: Delhi (Extensive Travel Across India)
Reporting To: Chairman
About Meena Bazaar
Meena Bazaar is one of India's leading premium ethnic-wear retail brands with a rapidly expanding national footprint. As the organisation enters its next phase of accelerated growth, we are committed to building a world-class, future-ready organisation that attracts, develops and retains exceptional talent while delivering superior business performance.
We are seeking an exceptional HR leader who can transform Human Resources from a traditional support function into a strategic business partner that drives organisational capability, leadership excellence, workforce productivity and sustainable business growth.
This role offers a unique opportunity to build one of India's most admired HR organisations within the retail industry.
Position Overview
The Director – Human Resources & People Strategy will serve as the Company's highest HR leader and strategic advisor to the Chairman and Executive Leadership Team.
The incumbent will lead the complete transformation of the Human Resources function by designing and implementing modern people practices, scalable HR operating models, leadership capability, organisation effectiveness, talent architecture and digital HR systems required to support the Company's long-term expansion strategy.
The role requires a commercially astute HR executive capable of translating business strategy into people strategy while creating a high-performance, values-driven and customer-centric culture across a geographically dispersed retail organisation.
The successful candidate will build an integrated HR ecosystem covering workforce planning, organisation design, talent acquisition, leadership development, succession planning, employee experience, HR technology, people analytics, governance and organisational transformation.
Key Responsibilities
1. Strategic HR Leadership & Business Partnership
- Develop and execute an enterprise-wide People Strategy aligned with the Company's vision, business objectives and long-term growth plans.
- Serve as a trusted advisor to the Chairman and Executive Leadership Team on all strategic people matters.
- Translate business strategy into workforce, organisation and leadership strategies.
- Position HR as a strategic business partner that directly contributes to business growth, profitability and operational excellence.
- Drive organisation-wide people initiatives that improve productivity, capability and business performance.
- Provide data-driven insights and recommendations for strategic workforce decisions.
- Participate in annual business planning, budgeting and organisational reviews.
2. Organisation Design & Workforce Planning
- Design a scalable organisational structure capable of supporting future expansion.
- Develop enterprise workforce planning strategies based on business forecasts.
- Review and optimise organisational layers, spans of control and reporting relationships.
- Build regional, cluster, showroom and corporate HR structures.
- Improve workforce productivity through manpower optimisation.
- Conduct organisation effectiveness reviews and restructuring initiatives whenever required.
- Establish workforce planning models for new store expansion and corporate growth.
3. Enterprise Talent Acquisition Strategy
- Build a best-in-class recruitment organisation capable of supporting large-scale hiring across India.
- Develop talent acquisition strategies for frontline, middle management and leadership positions.
- Create sustainable talent pipelines through campus hiring, employee referrals, leadership hiring and strategic sourcing.
- Strengthen employer branding to position Meena Bazaar as an Employer of Choice.
- Improve quality of hire, hiring speed, offer acceptance and joining ratios.
- Build executive search capability for senior leadership hiring.
4. Leadership Development & Succession Planning
- Build a comprehensive leadership development framework across all organisational levels.
- Identify high-potential employees and future business leaders.
- Design competency frameworks for every leadership level.
- Establish succession plans for all critical business positions.
- Develop career progression and internal mobility frameworks.
- Introduce assessment centres, behavioural assessments and leadership potential reviews.
- Create structured Individual Development Plans (IDPs) for key talent.
5. Performance Management & High-Performance Culture
- Design a modern performance management system aligned with business objectives.
- Develop measurable KPIs and scorecards for all business functions.
- Link performance, productivity, capability development and rewards.
- Introduce continuous performance conversations and coaching culture.
- Build a culture of accountability, ownership and execution excellence.
- Improve manpower productivity across retail operations.
- Establish performance calibration and talent review processes.
6. Organisation Development & HR Transformation
- Lead enterprise-wide HR transformation initiatives.
- Build an HR Business Partner (HRBP) operating model.
- Design HR Centres of Excellence and Shared Services.
- Drive organisational effectiveness and continuous improvement.
- Lead change management during expansion, restructuring and transformation initiatives.
- Standardise HR processes across all business locations.
- Simplify and automate employee lifecycle processes.
- Develop scalable HR operating frameworks for future growth.
7. Learning, Capability Building & Talent Architecture
- Develop enterprise competency frameworks.
- Build learning architecture for frontline, functional and leadership roles.
- Design capability development programmes aligned with business priorities.
- Introduce retail leadership certification programmes.
- Establish structured learning academies.
- Promote coaching and mentoring culture.
- Build future-ready workforce capabilities through continuous learning.
8. Employee Experience, Culture & Engagement
- Build a strong, values-driven and customer-focused organisational culture.
- Strengthen employee engagement across all locations.
- Design employee experience initiatives covering the complete employee lifecycle.
- Develop structured recognition and reward programmes.
- Strengthen internal communication and leadership visibility.
- Improve employee retention through evidence-based interventions.
- Conduct engagement surveys and implement action plans.
- Promote diversity, inclusion and respectful workplace practices.
9. Compensation, Rewards & Benefits
- Develop competitive compensation philosophy.
- Benchmark salaries against industry standards.
- Design performance-linked incentive plans.
- Strengthen sales incentive programmes.
- Improve reward and recognition frameworks.
- Ensure internal equity and external competitiveness.
- Review compensation structures to support attraction and retention.
10. HR Technology, Digital HR & People Analytics
- Lead digital transformation of HR processes.
- Strengthen HRMS, HRIS and employee self-service platforms.
- Build enterprise HR dashboards and executive scorecards.
- Develop predictive analytics for attrition, productivity and workforce planning.
- Improve HR data quality, governance and reporting accuracy.
- Introduce automation across recruitment, onboarding, performance and employee services.
- Leverage AI and emerging technologies to enhance HR effectiveness.
11. Employee Relations, Governance & Compliance
- Ensure robust HR governance across all locations.
- Oversee employee relations, grievance handling and disciplinary matters.
- Maintain full compliance with labour and employment laws.
- Strengthen POSH implementation and workplace ethics.
- Develop HR audit frameworks and compliance monitoring systems.
- Mitigate employment-related legal risks.
- Ensure consistent implementation of HR policies across the organisation.
12. HR Operations & Shared Services
- Build an efficient HR Shared Services model.
- Define service standards and SLAs.
- Standardise employee lifecycle processes.
- Improve operational efficiency through process redesign.
- Enhance employee service delivery across all locations.
- Drive continuous process improvement initiatives.
13. HR Team Leadership
- Build a high-performing HR leadership team.
- Define clear accountability across HR functions.
- Develop Centres of Excellence covering Talent Acquisition, Talent Management, Learning & Development, Compensation & Benefits, HR Operations, Employee Relations and HR Analytics.
- Coach and mentor HR leaders.
- Build future HR leadership pipeline.
- Establish HR functional KPIs and operating standards.
Candidate Profile
Education
- MBA / PGDM in Human Resources from a reputed institution.
- Additional qualifications in Organisation Development, Strategic HR, Labour Law, HR Analytics, Psychology or Executive Coaching will be preferred.
- Executive education from premier institutions (IIMs, XLRI, ISB or equivalent) will be an advantage.
Experience
- 25+ years of progressive Human Resources leadership experience.
- Proven experience as Head HR / CHRO / HR Director or equivalent leadership role.
- Experience leading HR transformation for large, multi-location organisations.
- Experience supporting organisations during rapid expansion and business transformation.
- Demonstrated success in workforce planning, organisation design and HR transformation.
- Significant exposure to large frontline and customer-facing workforces.
- Experience partnering directly with Promoters, Chairmen, CEOs or Boards.
- Experience implementing enterprise HR technology and digital HR platforms.
- Experience establishing HR Business Partner models and Shared Services.
- Strong exposure to talent management, leadership development and succession planning.
Industry Preference
Retail, Fashion, Apparel, Consumer Goods, FMCG, Hospitality, E-commerce, Telecom, Manufacturing, or other large workforce-intensive organisations.
Pay: ₹800,000.00 - ₹2,500,000.00 per year
Benefits:
- Health insurance
- Leave encashment
- Life insurance
- Paid time off
Application Question(s):
- Briefly describe the most significant HR transformation you have personally led and the measurable business outcomes achieved.
- Why do you believe you are the right candidate to build a world-class HR function for a rapidly expanding retail organization like Meena Bazaar?
- What are the first three HR priorities you would implement during your first six months in this role?
- What was your approximate annual CTC in your most recent role?
- What is your expected annual CTC?
- What is your notice period?
Work Location: In person
