Role Overview:

The Manager – Rewards, Benefits & HR Operations will play a pivotal role in shaping the total rewards framework and ensuring smooth end-to-end HR operations across a retail network of 46 footwear outlets. The role requires a hands-on professional with strong analytical ability, policy understanding, and a deep grasp of compensation design, workforce grading, and compliance within the retail environment.

This position demands someone who can balance data-driven decision-making with practical HR execution, ensuring consistency, compliance, and engagement across a diverse employee base — including store managers, sales associates, and support staff.

Key Responsibilities:

1. Rewards & Compensation

• Design and implement competitive compensation structures aligned with business goals and market benchmarks for retail and head office roles.

• Develop and maintain grading frameworks and job evaluation systems for consistency and fairness.

• Conduct salary benchmarking and internal equity analysis; prepare recommendations for adjustments.

• Manage annual increment, promotion, and bonus cycles with performance and budget alignment.

• Create and monitor reward dashboards and analytics to support management decisions.

2. Benefits & Recognition

• Design and manage non-monetary recognition programs that drive motivation and performance culture.

• Oversee benefits administration (insurance, leaves, attendance, EOBI, etc.) ensuring accuracy and compliance.

• Introduce innovative engagement and retention initiatives tailored for retail employees.

3. HR Policies & Compliance

• Develop, review, and update HR policies and SOPs in line with labor laws and company values.

• Conduct investigations on employee conduct, compliance breaches, or grievance matters and ensure fair resolution.

• Ensure legal compliance in employment contracts, terminations, and disciplinary processes across retail network.

4. HR Operations (Retail Network)

• Oversee end-to-end employee life cycle for 300+ staff — from hiring and onboarding to exit formalities.

• Partner with outlet leadership for manpower planning, transfers, and performance management.

• Ensure accurate HRIS data management and system implementation across outlets.

• Streamline attendance, payroll inputs, and stock boy/store associate documentation processes.

• Collaborate with finance for payroll accuracy and cost reporting.

5. Analytics & Process Improvement

• Develop and maintain HR dashboards, KPIs, and MIS reports for leadership review.

• Identify trends in turnover, attendance, and productivity, and propose data-backed improvement actions.

• Lead automation or system improvement initiatives to enhance HR process efficiency.