Human Resource Director

The Human Resource Director at Lotus Salon Company is responsible for developing and executing HR strategies aligned with the company's vision. This includes workforce planning, talent acquisition, employee relations, performance management, training, HR operations, and ensuring compliance with labor laws—all aimed at supporting a rapidly growing salon network.

Job Title: Human Resource Director

Company: Lotus Salon Company

Location: [Insert location or "Multiple Locations across India"]

Reports To: CEO / Managing Director

Qualifications:

MBA in HR or related field.
10+ years of progressive HR leadership experience, preferably in retail, hospitality, or beauty/wellness industries.
Strong knowledge of labor laws and HR systems.
Excellent leadership, communication, and interpersonal skills.

Job Summary:

Key Responsibilities:

Strategic HR Leadership:

Develop and implement HR strategies aligned with the company's business goals.
Advise senior leadership on organizational structure, culture, and change management.
Lead workforce planning to meet the salon’s expansion and staffing needs.

Talent Acquisition & Onboarding:

Oversee recruitment of salon staff (stylists, beauticians, managers) and corporate employees.
Develop a consistent and high-quality onboarding process across all locations.
Build partnerships with training institutes and academies for talent pipelines.

Employee Engagement & Retention:

Drive employee satisfaction initiatives to improve retention and morale.
Design and implement recognition and reward programs specific to salon staff roles.
Conduct regular surveys and feedback loops to improve the work environment.

Performance Management:

Create KPIs and performance evaluation systems for salon and corporate employees.
Support salon managers in managing team performance and growth plans.
Ensure timely appraisals, promotions, and performance improvement plans.

Training & Development:

Launch training programs for technical skills (beauty services), customer service, and leadership.
Collaborate with creative and operations heads for ongoing upskilling.
Promote career pathing and leadership grooming for high-potential employees.

HR Operations & Compliance:

Ensure HR policies comply with Indian labor laws and industry best practices.
Oversee payroll, attendance, leaves, and other HR operations.
Manage HR audits, documentation, and legal compliance across branches.

Culture & Values:

Foster a professional, inclusive, and customer-focused culture across all salons.
Act as a brand ambassador for Lotus Salon’s employer image.
Support initiatives that promote diversity and ethical workplace practices.

Multi-location HR Management:

Standardize HR practices across all salon branches nationwide.
Coordinate with regional HR managers to ensure consistency in policy implementation and employee experience.
Monitor branch-level HR issues and intervene as needed.

HR Technology & Systems:

Implement and manage HR software (HRIS) for employee records, payroll, attendance, and performance tracking.
Ensure digital onboarding and self-service HR tools are accessible to all salon employees.
Leverage data analytics for workforce planning and strategic decisions.

Compensation & Benefits Strategy:

Design competitive compensation structures tailored to salon roles and regional cost variances.
Recommend incentive schemes, service commissions, and bonuses to retain top talent.
Manage employee insurance, wellness, and retirement benefit plans.

Grievance Redressal & Conflict Resolution:

Establish a formal grievance redressal mechanism for employees.
Mediate conflicts between staff or between staff and management, especially in high-stress customer service settings.
Ensure disciplinary procedures are fair, documented, and legally compliant.

Organizational Development (OD):

Lead initiatives to improve team structures, career development paths, and employee empowerment.
Manage succession planning for key positions, especially for salon managers and creative leads.
Promote a learning culture and internal mobility within the company.

Employer Branding & Recruitment Marketing:

Position Lotus Salon as an employer of choice in the beauty and wellness industry.
Lead employer branding campaigns through social media, job fairs, and partnerships with beauty schools.
Create branded recruitment content and testimonials to attract top talent.

Internal Communications & HR Branding:

Develop communication strategies to keep employees informed and aligned with company goals.
Oversee internal newsletters, HR bulletins, and townhall meetings.
Build and maintain a strong HR identity aligned with the Lotus Salon brand.

Crisis & Risk Management:

Handle HR-related aspects during crises (e.g., salon closures, legal issues, reputational damage).
Create business continuity plans that include HR contingency strategies.
Ensure mental health and safety support during high-pressure seasons.

Vendor & Partner Coordination:

Collaborate with external consultants, trainers, legal advisors, and staffing agencies.
Manage contracts and SLAs related to HR outsourcing (e.g., payroll processing, background checks).

Diversity, Equity & Inclusion (DEI):

Design and enforce DEI policies across hiring, promotions, and work culture.
Conduct sensitization workshops on gender, cultural diversity, and inclusive workplace behavior.
Track diversity metrics and report progress to leadership.

Franchise HR Support:

Develop HR support systems and onboarding kits specifically for franchise salon owners.
Provide consultation and training to franchisees on HR compliance, hiring, and performance practices.
Monitor and audit HR standards across franchise locations to maintain brand consistency.

Innovation & Future Workforce Planning:

Identify emerging trends in the beauty and wellness industry that impact HR (e.g., gig workforce, AI-based scheduling).
Plan workforce strategies for upcoming service trends and technology changes in salons.
Pilot innovative staffing models (like part-time, freelance, or mobile staff).

Sustainability & CSR Initiatives:

Integrate HR with the company's sustainability and CSR goals (e.g., women empowerment, local hiring).
Develop programs to recruit and train underprivileged or underrepresented groups in beauty professions.
Promote green HR practices—like digital documentation, paperless processes, and eco-conscious employee awareness.

Leadership Coaching & Executive Development:

Provide mentoring, coaching, and development programs for high-potential salon leaders and senior staff.
Partner with external coaches for executive development programs for area managers or regional heads.
Build leadership pipelines to prepare for rapid expansion.

Brand-aligned Culture Programs:

Embed the Lotus Salon brand values in HR processes—from hiring to exit.
Organize culture-building events, brand alignment workshops, and customer-centric behavior training.
Promote storytelling across teams (e.g., employee journeys, star performer highlights) to strengthen emotional connection to the brand.

Exit Management & Alumni Relations:

Standardize and automate offboarding processes (clearances, feedback, knowledge transfer).
Analyze attrition trends and implement corrective measures.
Create an alumni network to tap into for rehires, referrals, or brand advocacy.

HR Budgeting & Resource Planning:

Develop and manage the annual HR budget including salaries, training costs, recruitment expenses, etc.
Ensure optimal utilization of HR resources while maintaining service quality.
Present regular HR performance and budget reports to the board.

Legal & Ethical Compliance:

Ensure adherence to POSH (Prevention of Sexual Harassment) Act across all locations.
Conduct regular trainings and ensure Internal Complaints Committee (ICC) presence at all branches.
Maintain updated knowledge on labor laws and proactively update policies as required.

Staff Well-being & Work-Life Balance:

Initiate wellness programs—mental health, financial literacy, ergonomics—for salon and corporate staff.
Promote healthy work-life practices including rest days, proper shift rotations, and burnout prevention strategies.

HR Audits & Reporting:

Conduct periodic HR audits to assess policy compliance, document accuracy, and workforce efficiency.
Create dashboards for HR metrics: hiring cycle time, employee turnover, training ROI, etc.
Report strategic HR insights to help guide company-wide decisions.

Workforce Diversity Across Regions:

Design regional recruitment and training plans based on local language, culture, and service preferences.
Address regional staffing challenges (e.g., metro vs. tier-2 cities) with tailored HR strategies.
Promote local hiring while maintaining brand-wide service standards.

Strategic Partnerships:

Build alliances with beauty academies, government skilling programs (e.g., Skill India), and women’s development organizations.
Collaborate with fashion and wellness industry associations for visibility, training support, and talent access.
Participate in industry HR forums to benchmark best practices.

Internal Talent Marketplace:

Implement an internal job mobility platform to fill salon or corporate roles through existing staff first.
Facilitate cross-functional training so employees can shift between roles (e.g., front desk to stylist coordinator).
Encourage skill upgrading and internal promotions.

Incentive Program Engineering:

Build dynamic incentive structures based on service revenue, retail sales, client satisfaction, and attendance.
Integrate gamification elements like leaderboards, rewards, and milestones.
Monitor ROI of incentive programs and adjust based on productivity data.

HR Crisis Communication:

Act as spokesperson for employee-related matters in sensitive internal or public situations (e.g., labor disputes, allegations).
Develop official response protocols for HR crises.
Conduct training for salon managers on handling HR-sensitive matters professionally.

International Expansion Readiness (if applicable):

Develop policies and recruitment plans that align with potential overseas franchise or salon ventures.
Study HR laws in targeted international markets.
Build a globally adaptable HR framework in case of future brand expansion.

HR Analytics & Intelligence:

Create predictive models to forecast attrition, hiring needs, and training impact.
Use AI/ML tools to optimize scheduling, candidate screening, and workforce productivity.
Provide quarterly reports with insights and actionable trends to management.

Loyalty & Retention Programs:

Design long-term employee loyalty programs including tenure-based benefits, stock options (if applicable), or sabbaticals.
Track and celebrate work anniversaries and personal milestones to build emotional loyalty.
Identify top talent and implement retention bonuses or career fast-tracking programs.

HR Policy Localization:

Adapt national HR policies to comply with specific state-level laws and employment rules.
Ensure salon managers are trained on local HR policies and documentation.

Ethics and Values Committee:

Establish a cross-functional ethics committee to oversee integrity in hiring, performance reviews, and promotions.
Promote whistleblower protection and ethical grievance reporting.
Monitor workplace fairness and transparency in all HR practices.

Required Candidate profile

Should have Excellent Communication Skill
Should have Excellent Presentation Skills
Should have Excellent Leadership Skills
Should have Excellent Market Knowledge
Should have Excellent Knowledge of Project Management
Should have Excellent Target oriented

Perks and Benefits

Salary: 6 Lacs to 8 Lacs Per Year

Number of Vacancies: 3

Role: HR

Industry: Salon Industry

Functional: HR

Employment: Type Full Time, Permanent

Required Skills & Qualifications:

Bachelor’s degree in Business, Marketing, or a related field (MBA preferred).
Minimum 10–15 years of experience in franchise sales or business development, preferably in the beauty, salon, or retail sectors.
Excellent communication, presentation, and negotiation skills.
Ability to travel as required for meetings and events.
Strong understanding of franchise models and regulatory requirements.