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<div style="">Job Responsibilities:</div><div style="">The role involves developing HR strategies and supporting HR Business Partners and the COE’s to advance HR initiatives. The ideal candidate should effectively manage programs and lead teams with a strategic focus, ensuring HR deliverables are closely aligned with business objectives. Will also play a crucial role assisting the HRBP and COE’s to devise strategies for performance evaluation, staffing, training, and development.</div><div style=""><br></div><div style="">Primary responsibilities:</div><div style=""><br></div><div style="">Organization Development &amp; Culture Building</div><div style="">•Collaborate with Department Head to develop and implement HR strategies that support business goals.</div><div style="">•To develop a high-performance culture linking vision, core values, leadership competencies, and</div><div style="">performance management to enable the organization to achieve its objectives.</div><div style="">•Provide expert HR consultation on organizational design, workforce planning, and talent management.</div><div style="">•To set up systems and process for ongoing feedback to determine gaps or skill enhancement requirements and organize skill enhancement sessions on a regular basis.</div><div style="">•Drive the alignment of HR initiatives with business objectives to enhance overall organizational performance.</div><div style=""><br></div><div style="">Talent Management</div><div style="">•Create and drive strategy and framework for talent management, talent reviews/calibration, succession planning.</div><div style="">•Define key competencies for each role within the Function in line with company’s mid to long term plan</div><div style="">• Participate in Global Talent Management Reviews (GTMR) and Functional Talent management Reviews (FTMR) with constructive inputs and appropriate mapping.</div><div style="">•Create career paths and ensure implementation of the career planning process for every role and individual within the Function.</div><div style="">•Create a succession planning model for the function comprising of a structured rotation and skill enhancement plan. Ensure that each key position have successors identified.</div><div style="">•Facilitate leadership development and training programs to enhance skills and capabilities across the organization</div><div style="">•Ensure communication of KRAs to everyone within the organization. Establish a strong measurement process in line with the objective of being a Performance Based Organization.</div><div style="">•Support culture-building initiatives to promote a diverse and inclusive workplace.</div><div style=""><br></div><div style="">Compensation &amp; Benefit</div><div style="">•Manages, leads and develops the C&amp;B strategy</div><div style="">•Develops the C&amp;B framework and related policies</div><div style="">•Designs the set of different compensation and benefits policies</div><div style="">•Designs the basic compensation structures in the organization (grading system, job evaluation system, job description policy, promotion policy, etc) aligned with the corporate culture and the corporate values</div><div style="">•Leads different HR Projects across the region and with BSO (not just projects from the compensation and benefits area)</div><div style="">•Coordinates compensation processes like the salary planning, bonus planning and incentive schemes development.</div><div style=""><br></div><div style="">Data Analytics:</div><div style="">•Utilize HR data and analytics to provide insights and recommendations to business leaders.</div><div style="">•Monitor key HR metrics, such as HR cost, employee engagement, and diversity, and develop action plans to address areas of improvement.</div><div style=""><br></div><div style="">Employee Engagement/Relation</div><div style="">•Ensure participation of all employees to build a collaborative culture</div><div style="">•Create a two-communication channel within the organization to ensure better leadership connect.</div><div style="">•Build and manage a comprehensive reward mechanism within the function</div><div style="">•Lead development and execution of employee engagement and retention strategies, plans, and initiatives.</div><div style=""><br></div><div style="">Others</div><div style="">•Ensuring adherence and compliance of all statutes and labour laws as applicable.</div><div style="">•Execution of HR Business Related tasks - Transfers, promotions, disciplinary actions etc per process and policy</div><div style="">•Payroll management - To ensure that the salary to the store personnel of the COCO stores and K-Stores are prepared in accordance with the Company’s policies and practices and the Managers / K-Agents / employees getting their salary / commission correctly on time.</div><div style="">•Talent Acquisition – Appropriate and Right Talent for the store team through Campus and Lateral hiring.</div><div style="">•To derive and drive productivity in the Retail Stores and manage the rem Cost Budget</div><div style=""><br></div><div style="">Qualifications:</div><div style="">•Bachelor's degree in Human Resources, Business Administration, or a related field; Master’s degree preferred.</div><div style="">•8+ years of progressive HR experience, with at least 3 years in an HR Business Partner role</div><div style="">•Strong knowledge of HR principles, practices, and employment laws.</div><div style="">•Proven experience in talent management, employee relations, and organizational development.</div><div style="">•Excellent interpersonal, and influencing skills.</div><div style="">•Ability to think strategically and execute tactically.</div><div style="">•Strong analytical skills with the ability to leverage HR metrics and data.</div><div style="">•Experience working in a fast-paced, dynamic environment.</div>

Corporate Office

HRBP

Retail East Office

Retail Manager- Operations

GM/ AVP- FP&A

Retail Manager

Lead- Infrastructure

<div style="">Primary responsibilities: Planning  To prepare the seasonal estimates of all stores in advance and to submit proposals for remodeling of existing stores.  To find out new locations and negotiate for our expansion to increase business and market share.  To constantly analyze &amp; inform H.O. about market trends &amp; general economic trends in respective areas &amp; how these trends might affect our business.  To submit proposals for temporary outlets to achieve extra business &amp; clear stock.  In exceptional cases to co-ordinate with chief buyer to prepare specific shoe line collection for specific store to adapt to the market properly. Merchandising/Store Management  To ensure that all stores are always supplied with NOOS articles.  To initiate actions to inter-transfer excess stocks on regular basis.  To monitor and clear store wise aged merchandise and ensure no stock older than 12 months in shops.  To ensure that RM80/60 &amp; other statements are forwarded according to schedule.  To decide to clear the stock which is not in complete assortment  To coordinate with buyers to ensure that we have adequate stock of all price range with high impact in turnover.  To study and report competitors’ actions in the district.  To ensure that customer claims are settled logically and properly as per company policy.  To take specific initiatives to sell slow movers in the stores.  To ensure that physical inventory matches with POS report. Promotion and Display  To ensure that Company Policy &amp; directions on displays are followed to maintain the highest standard of continuous aggressive display &amp; advertising in each store.  To ensure the display of New Arrivals and chosen for you Articles in the prime area in every store.  To ensure that seasonal guidelines are being implemented in the respective stores Administration and Finance:  To ensure that store operation expenses are as per Company Policy and Circulars issued from time to time.  To monitor regularly and arrange settlement of Bulk sale receivable (1042 A/C), Suspense Account (1046), Money-On-Way (1016) Accounts and Goods-On-Way (1302) Account on fortnightly basis. All items in these accounts to be settled within 3 weeks from the date of origin.  To take physical inventories of every store, agency at least once a season and to initiate appropriate action promptly in case of shortage as per Company Policy.  To ensure deposit of sale proceeds in the bank next day. Must pending/ delayed ensure no remittance from any of the store of the district.  To check and ensure that any Price changes as per circulars of the Company are properly implemented.  To prepare a fortnightly traveling and working plan and to submit for approval of Retail Manager.  To ensure that terms and conditions of the tenancy/lease agreement with the landlords of the stores are strictly adhered to and appropriate measures are taken to renew/extend the agreements.  To ensure that company assets are maintained in good condition. All new furniture received by the store is included in the furniture statement of the store. Complete and updated furniture statement must be available at the store.  In case of any loss due to theft, fire or burglary, necessary requirements for Insurance claims are complied with.  To ensure full implementation of Company’s instructions as specified in circulars are applied within the specified deadlines in the district.  To ensure full compliance of the Chart of Authority of the Company issued from time to time.  To initiate disciplinary action against recalcitrant store employees and against manager with inventory shortage above company standard in accordance with the set Rules of the Company. Personnel  To ensure that all stores are within the approved number of personnel.  To ensure that the store personnel are presentable, properly trained, well groomed and provide best service to customers.  To ensure that managers and store personnel are familiar with Company’s objectives and goals and work towards their achievements.  To develop lines of communications which will ensure a continuous flow of information with subordinates as well as management  To ensure that Store Manager is allocating objectives to all personnel on daily/weekly basis and ensure that morning meetings are conducted in the stores.  To participate in selection of shop employees and managers for promotion to higher type shops as and when required.  To train store personnel on ‘Bata 5 Steps of Customer Service’ to render best services to our customers. Business Plan achievement  Prepare, implement, and achieve operational business plan and estimates for the efficient operation of your region.  Work closely with the product development manager and the merchandise manager in the development creation and timely establishment of a shoe line.</div>

Retail South Office

District Manager

Retail West Office

 District Manager

“At Bata, we empower our customers to create their path while positively impacting people’s lives.​            
 We do it the Bata Way. Living our 5 values every day”

We are a global shoe design, manufacturing, and retail leader, operating in over 70 countries and manually selling over 180 million pairs. We create stylish, comfortable shoes for real life, empowering our customers and positively impacting their lives.   

Your well Known Local Shoe Brand 

The Batovka was notable for its simplicity, style, and lightweight. Its innovative combination of leather and canvas – at a time when all-leather footwear was the norm – allowed Bata to offer a top-quality shoe at an unbeatable price. It took off like a rocket.