Talent & HRBP lead - Mumbai(Lower parel)

One Story; Maharashtra; On-site; INR 1,200,000 - 1,800,000; Full time

Job summary

One Story is seeking a Retail Talent & HRBP Lead to own end-to-end hiring and people processes across all retail stores. This role acts as the primary people partner for the retail business, driving high-quality hiring, building structured processes from scratch, and strengthening the overall retail talent engine.

The ideal candidate will own hiring for stylists, store managers, cluster managers, and retail operations roles, build pipelines for expansion, and partner with leadership on manpower

Qualifications

• 5–8 years experience in retail TA or retail HRBP.
• Experience hiring store teams.
• Strong sourcing and poaching ability.
• Hands-on and execution focused.

Responsibilities

• Own end-to-end hiring across all stores and retail functions.
• Build strong pipelines for ongoing store expansion.
• Ensure store hiring readiness before new store openings.
• Improve hiring quality and speed.
• Move beyond job portal hiring to targeted sourcing.
• Retail Workforce Planning: translate store expansion into hiring timelines and track plan vs actual.
• Provide HRBP support for retail teams including onboarding and retention initiatives.

Skills

Sourcing & Poaching

Talent Acquisition

Stakeholder Management

Execution Focus

Job description

• Cluster Managers

Role Summary

We are looking for a Retail Talent & HRBP Lead who will own end-to-end hiring and people processes across all retail stores.

This role will act as the primary people partner for the retail business while driving high-quality hiring, building structured processes from scratch, and strengthening the overall retail talent engine.

Core Responsibilities

• Retail Hiring Ownership (Primary Focus)

Own end-to-end hiring across all stores and retail functions

Hire For

• Stylists
• Store Managers
• Cluster Managers
• Retail Operations Roles

Build strong pipelines for ongoing store expansion

Ensure store hiring readiness before new store openings

Improve hiring quality and speed

• Premium Talent Sourcing & Poaching

Actively identify and pitch talent from luxury and bridge-to-luxury brands

Build networks across premium retail brands

Maintain ready pipeline of high-quality candidates

Proactively approach and convert strong profiles

Move beyond job portal hiring to targeted sourcing

This is a key success factor for the role.

• Retail Workforce Planning

Partner with leadership on store hiring plans

Translate store expansion into hiring timelines

Plan manpower per store

Track hiring plan vs actual

Ensure no store launches are delayed due to hiring

• Retail HRBP Ownership

This role will also act as the HR partner for retail teams.

Support store managers on people issues

Handle performance concerns and exits

Support retention initiatives

Improve onboarding experience

Identify talent gaps across stores

Build succession pipelines for store managers

This is not a full corporate HRBP role but will cover retail employee lifecycle.

• Build Processes from Scratch (Critical)

Create structured hiring trackers

Build candidate pipelines and databases

Standardise interview formats

Create hiring scorecards

Set up offer tracking systems

Document hiring and onboarding processes

Build simple HR trackers for retail teams

This role will need to create systems and structure from the ground up.

• Hiring Analytics & Reporting

Track Hiring Metrics

• time to hire
• offer-join ratio
• source quality
• early attrition

Share monthly hiring updates

Identify hiring bottlenecks Improve hiring efficiency

• Stakeholder Partnership

Work closely with founders and retail leadership

Run hiring reviews

Advise on compensation benchmarks

Push for faster decisions when required

Team Structure

Individual contributor role

One junior recruiter/HR support resource

Full ownership of retail talent

Full ownership of retail talent

KPIs

Store hiring readiness

Hiring plan vs actual

Time to hire

Offer-join ratio

Quality of hire

90-day retention

Strength of premium talent pipeline

Ideal Profile

5–8 years experience in retail TA or retail HRBP

Experience hiring store teams

Strong sourcing and poaching ability

Comfortable working independently

Experience building processes from scratch

Strong stakeholder management

Hands-on and execution focused

Comfortable in fast-paced founder-led environment

Skills: sourcing,retail,talent acquisition and management,ta,clothing brand,hrbp,specialty retail,store,brand,hiring,jewelry,talent acquisation