People Strategic Partner

Job Description: People Strategic Pertner

Department: Human Resources

Industry Preference: F&B, Restaurant Chain, Retail, Hospitality

Benefit and Package

• Base Salary 80k - 85k
• Services Charge
• Meal Allowance
• Annual Leave

Position Overview

People Strategic Partner plays a critical role in shaping the people strategy of the organization to support rapid growth, operational excellence, and long-term talent sustainability. This role leads strategic HR planning across compensation & benefits, workforce planning, organizational structure, performance management, talent retention, training & development, and overall people cost optimization.

This position is ideal for candidates with strong experience in F&B, retail, or multi-branch operations where speed, service quality, manpower optimization, and frontline workforce engagement are key success factors.

Key Responsibilities

1. HR Strategy & Business Partnership

• Develop and execute the HR strategic roadmap to support the company's business plan, expansion strategy, and operational goals.

• Partner with Operations, and area managers to align HR initiatives with store performance and people productivity.

• Lead HR dashboards, KPI monitoring, and people insights to drive decisions (turnover, productivity, cost, staffing ratios)

2. Compensation & Benefits (C&B) Management

• Develop competitive compensation structures that support attraction and retention for both store-level and head office employees.

• Conduct salary benchmarking within the F&B/retail market and ensure pay competitiveness.

• Manage annual salary review, bonus structure, incentive schemes, and benefits policies.

• Review performance-linked allowances and productivity incentive programs for store staff.

• Optimize people cost structure while ensuring fairness, compliance, and internal equity.

3. Organization Planning & Structure

• Design and review organizational structure to support growth, efficiency, and clarity of roles.

• Conduct workforce planning (store and HO) including manpower ratios, staffing models, future talent requirements.

• Lead headcount approval processes and ensure alignment with P&L and expansion plans.

• Evaluate span of control, job levelling, and structural redesigns to support operational needs.

4. Performance Management

• Oversee the performance management framework and yearly appraisal cycle (KPI setting, calibration, evaluation).

• Develop performance tools and indicators relevant to restaurant operations: labor productivity, service quality scores, store performance metrics, etc.

• Implement continuous feedback mechanisms between store managers and frontline staff.

• Partner with Operations to ensure performance outcomes link to rewards, promotions, and development plans.

5. Talent Retention & Engagement

• Identify turnover root causes, especially for frontline and store leadership roles, and create targeted retention strategies.

• Implement career pathway development for store crews, supervisors, and managers.

• Strengthen employee engagement programs tailored for F&B workforce (recognition, wellbeing, communication, manager capability).

• Work closely with operations to foster a culture of service, teamwork, and development.

6. Training & Development (L&D)

• Oversee learning strategy and development programs for both store employees and head office staff.

• Develop training roadmaps: onboarding, service training, leadership development, store manager capability building.

• Evaluate training effectiveness and ensure alignment with service standards and store performance.

7. People Cost Structure & Budget Control

• Analyze people cost structure vs. budget and recommend optimization initiatives.

• Build manpower plans and store labor budgets based on sales forecasts and operational needs.

• Monitor OT, turnover costs, incentives, and labor productivity KPIs.

8. HR Policy, Compliance & Process Improvement

• Ensure all HR policies, SOPs, and employee guidelines are up to date and aligned with labor law.

• Strengthen compliance across all branches.

Qualifications & Requirements

• Bachelor's degree in human resources, Business Administration, Organizational Development, or related fields
• 5–10 years of HR experience with at least 3 years in a strategic HR or HR business partner role.
• Preferred background: F&B chain, retail, quick-service restaurants (QSR), hospitality, or multi-location businesses.
• Strong knowledge of compensation & benefits, workforce planning, organizational design, and performance management.
• Experience in labor budgeting, manpower ratio planning, and cost optimization.
• Strong analytical skills: able to interpret HR data and convert insights into actions.
• Excellent communication, stakeholder management, and influencing skills.
• Capable of working in a fast-paced environment with high operational intensity.
• Hands-on and strategic mindset; able to partner closely with operations teams.

Key Competencies

• Strategic thinking & business acumen
• Data-driven decision making
• Workforce planning & optimization
• Talent management & retention
• Communication & stakeholder influence
• Change management
• Training & development capability
• Problem solving & continuous improvement mindset