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1. Workforce Planning

Determine and follow up the optimal staff structure and headcount according to the stores’ needs and productivity targets (working with managers and DTs). Follow up timetables and distribution of budgeted hours and headcount on a weekly basis
Prepares annual budgets (hours and headcounts) for the stores of his region  Follow up the weekly working schedules of managers and stores personnel. Train managers to do an efficient working schedules
Follow up the weekly zonnıing plans according to the proper division of tasks. Train managers to do an efficient zonning plans
Control the annual leave schedules of managers and responsibility level positions in the stores 
Follow up and take actions about vacant or to-be-vacant manager positions in the stores
Ensure the workforce planning (schedules) and employment activities (duties) comply with applicable local laws and regulations
Prepares the management organization chart (semaforo) together with brand managers for the stores of their region
Organize support from another store based on the personnel or training needs of the store, and asks the local HR team to prepare the related papers according to procedure
For new store openings, takes all necessary actions for opening procedures in communication with the related departments (workforce planning and employment also for new opennings)

2. Recruitment

Overlooks recruitment: applicant tracking, interviewing (behavioral, situational, panel), reference and background checking, selection tools and methods
Conducts interviews for the managerial positions and always keep backup CV’s for future needs 
With the support of the recruiting department, trains managers in criteria and tools for recruitment 
Attend interviews (2-3 per month) of sales team in order to assess the manager’s abilitiy for conductiıng interviews (optional)
Plan and develop events to increase sources of candidates (e.g., incentives for existing staff who bring new people to the company, etc.)
To support recruitment team, visit universities in order to increase applications, and organize other activites to attract candidates
Assess different alternatives to apply to job postings in social media, newspapers, etc.
Visit direct competitors sectors to have a correct and updated benchmark of possible candidates (if there is not the right profiles in competitors, HRO should visit the other sectors to bring them to work in retail) 

3. Training and Development

Perform routine store visits to determine training needs to deliver proper customer service, Japanese meetings, development plans of store managers and store staff. Submits his/her observations and opinions to the related Store Manager and Brand Manager at the end of visit
Follow up inductions and on-board processes for new hires, re-hires and transfers
Coaches store managers to develop their teams and manage talent. Attends performance assessments of sales advisors and cashiers for observational and supporting purposes
Conducts performance assessments (evaluations) of store and department managers
Organize an assessment center once a month and develop and follow up improvement plans (together with brand managers)
Detect potentials and develop training plans including career paths for the candidate
Make sure employees have the appropriate knowledge, skills, and abilities needed to meet current and future business requirements
Involved in the budgetting process for trainings
Implement employee retention strategies and practices 

4. Employee Relations

Assesses organizational atmosphere in the store from employee inputs and feedback: always keeps in touch with all the employees, if necessary organize meetings, etc.
Implement programs to promote a positive organizational environment (e.g., recognition programs).
Evaluates the effectiveness of employee relations programs through the use of metrics: exit interviews, employee surveys, absenteeism and turnover rates.
Provides updates and communicates company policies and procedures: employee handbook, reference guidelines or standard operation procedures, uniform procedures, working hours, policy for using the staff lockers and the staff room procedures. Monitor their application and enforcement ensuring consistency.
Implements the disciplinary policy based on organizational code of conduct/ethics, ensuring that no disparate impact or other legal issues arise.
Gives technical support to, and trains store and department managers to identify and evaluate conflicts, turnover reasons, absenteeism. 

5. Risk Management

Administer the internal and external privacy policies (e.g., data protection)
Communicate and train workforce on health and safety requirements
Ensures that workplace health, safety and security, comply with local laws, regulations and company’s code of conduct

• Education: Bachelor’s Degree in Human Resource Management or Business Administration• At least 2 years solid human resource management experience• Strong partnering experience to Commercial-oriented organization.• Good command of English, maturity, strong leadership and good interpersonal skill• Analytical. Make good judgement.• Customer-oriented.• Strong HR technical knowledge.