Senior HR Business Partner (Hospitality/Retail)

OYO; Gurugram District; Sur place; INR 1 800 000 - 2 400 000; Plein temps

Résumé du poste

OYO is seeking a seasoned Senior HR Business Partner with a strong background in Hospitality or Retail to drive people strategy, workforce planning, HR analytics, and organizational effectiveness. You will partner with leaders to implement talent management, succession planning, learning & development, and manpower budgeting to support growth and operational excellence.

Responsibilities include developing dashboards, analyzing productivity, attrition, and turnover trends, and guiding workforce

Qualifications

• MBA/PGDM in Human Resources from a reputed institution.
• 5+ years of progressive HR experience with significant exposure to Hospitality, Hotels, Retail, QSR, or multi-unit operations.
• Proven experience in HR Business Partnering and HR Operations.
• Strong expertise in workforce planning, manpower budgeting, labor cost management, and HR analytics.
• Experience in talent management, succession planning, organizational development, and learning initiatives.
• Excellent analytical skills with proficiency in HR dashboards, Excel, or HR analytics tools.
• Strong understanding of employee relations in operational environments.
• Ability to influence senior stakeholders and drive business-focused HR outcomes.

Responsabilités

• Partner with business leaders to align people strategy with business objectives and growth plans.
• Act as trusted advisor on organization design, workforce productivity, talent strategy, and employee engagement.
• Drive HR interventions to improve business performance, operational efficiency, and employee experience.
• Support change management initiatives, business transformation projects, and organizational restructuring efforts.

Connaissances

HR analytics

Workforce planning

Manpower budgeting

Stakeholder management

People management

Change management

Employee engagement

Talent management

Succession planning

Learning and development

Payroll governance

Labor cost management

Formation

MBA/PGDM in HR

Outils

Excel

HRIS

Description du poste

We are seeking a seasoned Senior HR Business Partner with a strong background (must) in Hospitality or Retail, combining hands-on experience in hotel/field HR operations with strategic HR business partnering. The role will be responsible for driving people strategy, workforce planning, HR analytics, organizational effectiveness, talent management, succession planning, learning & development, and manpower budgeting to support business growth and operational excellence.

Key Responsibilities:

Strategic HR Business Partnering:

• - Partner with business leaders to align people strategy with business objectives and growth plans.
• - Act as a trusted advisor on organization design, workforce productivity, talent strategy, and employee engagement.
• - Drive HR interventions that improve business performance, operational efficiency, and employee experience.
• - Support change management initiatives, business transformation projects, and organizational restructuring efforts.

HR Analytics & Business Insights:

• - Develop and monitor HR dashboards and people analytics to provide actionable insights to leadership.
• - Analyze workforce metrics including productivity, attrition, absenteeism, manpower utilization and employee turnover trends.
• - Leverage data-driven insights to influence workforce decisions, improve retention, and optimize manpower deployment.

Workforce Planning, Budgeting & Cost Management:

• - Lead annual manpower planning and workforce forecasting in alignment with business requirements.
• - Drive manpower budgeting, headcount planning, and labor cost optimization initiatives.
• - Monitor recruitment costs, employee costs, and productivity ratios to ensure adherence to budget targets.
• - Partner with Finance and Operations teams to develop workforce plans supporting expansion and business growth.

Talent Management & Succession Planning:

• - Design and execute talent review frameworks, succession planning processes, and leadership pipelines.
• - Identify critical roles and create talent readiness plans for future business requirements.
• - Facilitate performance management cycles and calibration discussions to ensure high-performance culture.
• - Support leadership development and internal mobility initiatives.

Learning & Development:

• - Conduct Training Needs Analysis (TNA) aligned to business priorities and competency requirements.
• - Develop and implement capability-building programs for frontline, supervisory, and leadership employees.
• - Track training effectiveness, learning ROI, and capability enhancement metrics.
• - Build career development pathways to improve employee retention and engagement.

HR Operations & Employee Relations:

• - Oversee end-to-end HR operations across hotel properties, stores, or business units.
• - Ensure compliance with labor laws, statutory requirements, company policies, and audit standards.
• - Manage employee relations, grievance handling, disciplinary matters, and employee engagement initiatives.
• - Support payroll governance, attendance management, and HR process excellence.

Stakeholder & Team Management:

• - Collaborate closely with Operations, Finance, Learning, Talent Acquisition, and Corporate HR teams.
• - Lead and mentor HR teams across multiple locations/business units.
• - Drive a culture of accountability, service excellence, and continuous improvement.

Desired Candidate Profile:

• - MBA/PGDM in Human Resources from a reputed institution.
• -Must have 5+ years of progressive HR experience with significant exposure to Hospitality, Hotels, Retail, QSR, or multi-unit operations.
• - Proven experience in HR Business Partnering and HR Operations.
• - Strong expertise in workforce planning, manpower budgeting, labor cost management, and HR analytics.
• - Experience in talent management, succession planning, organizational development, and learning initiatives.
• - Excellent analytical skills with proficiency in HR dashboards, Excel, or HR analytics tools.
• - Strong understanding of employee relations in operational environments.
• - Ability to influence senior stakeholders and drive business-focused HR outcome