Job Description

1. Talent Acquisition (Core Leadership)

• Plan, execute, and optimise hiring strategies for HQ, retail, and Academy pipelines.
• Own the full hiring funnel: sourcing → screening → interviews → assessments → closing.
• Build a predictable, high-quality pipeline of **junior retail talent** through Academy partnerships.
• Collaborate with Employer Branding to run hiring campaigns that attract top candidates.
• Conduct culture-fit interviews using behavioural and value-based frameworks.
• Lead final-stage closing conversations and handle counter-offers with confidence.
• Track recruitment metrics (time-to-hire, quality, offer acceptance rate, etc.)
• Ensure TA SLA standards are met for all departments.

2. People & Culture Development

• Act as the guardian of frontline culture — translate company values into daily behaviours.
• Work closely with L&D to integrate Academy graduates into the retail environment.
• Build onboarding journeys that create high belonging and early loyalty.
• Implement culture-building rituals (recognition, feedback loops, progression reviews).
• Support leaders in identifying performance, attitude, and alignment gaps.
• Strengthen cross-department communication and collaboration.

3. Talent Pipeline & Career Progression

• Develop clear progression paths for junior retail staff (e.g. CDD → Senior → Lead → Coach).
• Partner with L&D to align training modules with career tracks.
• Build long-term retention mechanisms (bonding, staggered incentives, certifications).
• Monitor turnover trends and recommend preventive strategies.
• Identify future leadership potential within frontline and HQ teams.

4. Systems, Processes & Structure

• Build a structured TA workflow and internal system (ATS, scorecards, SOPs).
• Ensure hiring steps are aligned with company culture and customer expectations.
• Maintain a clean, organised reporting structure with weekly TA dashboards.
• Improve recruitment consistency across all outlets and HQ departments.
• Implement structured interview scorecards and behavioural assessments.

5. Collaboration Across Departments

• Partner with Employer Branding to create high-impact recruitment campaigns.
• Work with L&D to ensure smooth Academy-to-outlet handover.
• Collaborate with Marketing for social recruitment content.
• Support Operations in solving frontline manpower gaps.
• Support Founders in culture transformation and strategic hiring.

Job Requirements

• Strong people intuition (can read personalities fast)
• Excellent communicator (warm, confident, empathetic)
• Understands young workforce behaviour (Gen Z & millennials)
• Able to sell careers, not just coordinate hiring
• Hands-on, proactive, solutions-oriented
• Fast, adaptable, organised
• Emotionally intelligent, patient with people
• Comfortable with high-performance cultures
• Loves building systems and improving processes
• Experience in hiring (1–4 years) — TA, recruitment, culture, people, or marketing
• Strong closing skills
• Familiar with modern employer branding and social recruitment
• Able to run behavioural-based interviews
• Strong planning & project management
• Comfortable with taking ownership and leading initiatives
• Experience hiring junior to mid-level roles

Skills