Mission:

This role serves as an independent Retail HR Business Partner, providing full-cycle HR support to the responsible retail business scope. Working closely with corresponding Retail leaders and store teams, the role delivers integrated people solutions to attract, develop and retain store talent, strengthen store leadership capability, and ensure people strategy, policies and programs are effectively implemented across the assigned scope.

Key Responsibilities:

1. Retail HR Business Partnering

• Act as the primary HR partner for assigned retail districts and stores, delivering proactive, business‑aligned HR solutions.
• Provide people observation and suggestions to Retail Operations leaders and Store Managers on core people leadership capabilities, including workforce planning, employee engagement and ER risk prevention.
• Analyze key HR metrics, identify improvement opportunities and provide data‑driven insights to support business decisions.
• Independently manage employee relations cases, ensuring appropriate judgment and proposals, compliance and well-managed implementations.

2. Workforce Planning & Talent Acquisition

• Partner with Retail leadership on workforce planning, including annual / quarterly headcount review, productivity analysis and PEX optimization in the assigned districts.
• Work closely with Retail TA and the business to define talent profiles and ensure hiring quality and efficiency.
• Lead HR planning and execution for new store openings, expansions and major store changes in the responsible districts, ensuring people readiness and smooth delivery.

3. Employee Experience & Engagement

• Oversee key employee lifecycle processes across the assigned scope to ensure consistent, compliant and positive employee experience.
• Ensure accuracy and quality of employee data and documentation to support operational effectiveness and decision-making.
• Identify engagement challenges through turnover trends, employee feedback and store observations; partner with leaders to drive targeted action plans.
• Promote company culture and values through effective communication and engagement initiatives in partnership with Retail Operations and Store Managers.

4. Performance management & Talent Development

• Drive effective implementation of performance management processes across assigned districts and stores.
• Facilitate Retail leadership in conducting talent reviews, succession planning and in fostering continuous talent development.
• Proactively provide HR insights and solutions to drive talent movement and development to build up key positions’ talent pipeline.

5. Project Support & others

• Support and contribute to national HR system and process implementations, providing constructive feedback for continuous improvement.
• Contribute to national and regional initiatives; independently deliver HR-related topics when required (e.g. policy, performance and other HR topics)
• Coordinate and support retail training activities; independently deliver HR related training.
• Key contact window on at least 1 HR functions in region and proactively coordination with HQ peers.
• Coordinate team members on above retail HR functions to optimize team collaboration and holistic delivery.

Key Relationships:

Internal

• Retail Business Team
• Retail COE
• GCA HR Team
• Legal & Internal Audit Team

External

• Headhunting vendors / recruitment agencies
• Local Government Agencies & Labor Authorities

KPI:

• Key position hiring cycle time
• Development plan completion for identified talents
• Talent movement ration
• Talent Pipeline Coverage
• Workforce productivity and PEX %

Knowledge, Skills and Capabilities:

• Strong sense of ownership with a proactive and solution‑oriented mindset, demonstrating accountability in driving HR initiatives and supporting business outcomes.
• Excellent analytical and problem‑solving capabilities, with the ability to address people matters independently and with sound judgment.
• Keen on develope best HR practices to support the retail operations
• Creative and able to identify opportunities, challenge existing practices and provide meaningful insights to the business.
• Effective communicator with strong interpersonal and influencing skills, capable of navigating conflict, and engaging stakeholders across all levels.
• Business‑oriented and hands‑on, comfortable working closely with retail leaders and frontline teams to support store operations and drive people initiatives.
• Ability to work in a fast‑paced, dynamic retail environment, with flexibility to visit stores regularly and support frontline teams when needed.
• Strong influence and collaborative team player, demonstrating non-authoritative influence and cross‑functional cooperation.

Requisite Education and Experience / Minimum Qualifications:

• Bachelor’s degree or above
• Minimum 5 years HR experience, with solid HRBP background to support business team independently
• Retail or FMCG industry background is preferred
• Native Mandarin and fluent English