Collaboration & Operations

• Foster strong, collaborative relationships within the HR Team to ensure consistent and effective HR operations.
• Act as the primary HR business partner for Retail teams (and Wholesale where applicable), managing day‑to‑day HR operations and administrative activities.
• Ensure HR queries and issues are handled accurately, consistently, and in a timely manner, maintaining high standards of service delivery.
• Maintain comprehensive and accurate employee records, ensuring full compliance with GDPR requirements.
• Ensure job descriptions are regularly reviewed, up to date, signed, and securely stored in Workday.
• Facilitate staff changes, recruitment approvals, and offer confirmations in line with internal governance.
• Ensure employment contracts, variations, and all onboarding paperwork are completed, signed, and processed correctly, including right‑to‑work and reference checks.
• Monitor sickness absence and attendance trends, applying company procedures and updating Workday accurately, while partnering with managers to address concerns proactively.
• Build strong working relationships with stakeholders across Retail and Distribution, demonstrating professionalism and integrity at all times.
• Identify and implement opportunities for digitalisation, automation, and process improvement within HR operations.
• Keep up to date with changes in employment legislation and HR best practice, ensuring policies and guidance remain compliant.
• Maintain a strong working knowledge of Time & Attendance and Payroll processes, including the ability to run payroll using Equator and support pay‑related queries.

Employee Engagement, Wellbeing & Retention

• Visit retail stores regularly to maintain visibility, build trust, and proactively engage with managers and employees.
• Analyse engagement data, turnover trends, and feedback to identify themes, best practices, and opportunities for improvement.
• Partner with managers to implement initiatives that enhance employee engagement, wellbeing, and retention within retail teams.
• Support and promote continuous learning, skills development, and career progression initiatives across the retail population.

Performance Management & Employee Relations

• Coach and support managers and employees through the full performance management lifecycle, ensuring expectations are clear and outcomes are documented and actionable.
• Advise line managers on employee relations matters, including disciplinary, grievance, capability, and absence management cases, ensuring fair and consistent application of policy.
• Support investigative and formal HR processes, providing guidance in line with employment law and company values.

Onboarding, Offboarding & Recruitment

• Train and support hiring managers on the end‑to‑end recruitment process, ensuring consistent use of recruitment tools, training videos, and surveys.
• Assist with recruitment activity, including candidate shortlisting, interviews, and the preparation and issuing of employment offers and contracts.
• Maintain accurate recruitment and employee lifecycle data in Workday.
• Coordinate effective onboarding activities to ensure a positive new‑starter experience across retail and distribution locations.
• Keep the P&O Induction Handbook and all policy and procedure documentation current and accessible.
• Manage the offboarding process, including system updates, return of PUMA property, and the completion of exit interviews, using insights to support retention strategies.

HR Platforms & Systems

• Establish effective communication methods for employees without access to puma.com email, ensuring consistent messaging across the retail population.
• Create, update, and maintain clear and engaging YOU@PUMA communications.
• Ensure Workday data integrity, accuracy, and timely updates across all employee lifecycle events.
• Manage and support employee benefits administration via Benefits@PUMA, including an understanding of salary sacrifice arrangements.

• Minimum 3 years’ experience as an HR Advisor or HR Business Partner, ideally within retail or multi-site environments.
• Confident supporting line managers and building strong working relationships across different levels.
• Solid experience handling ER cases end‑to‑end with a good understanding of UK employment law.
• Strong organisational skills with the ability to manage high volumes of activity in a fast-paced setting.
• Comfortable analysing HR data (e.g., absence, turnover, engagement) to inform decision-making.
• Clear, professional communicator with the ability to influence and coach managers effectively.
• Hands‑on, adaptable, and comfortable working across multiple stores and stakeholders.
• Ability to handle sensitive data with discretion and confidentiality.
• Proactive, solution-oriented, and adaptable to a fast-paced environment.
• A mindset focused on improving processes, efficiency, and employee experience.
• Experience using HR systems (e.g., Workday) and supporting payroll/time & attendance processes is advantageous.
• Expertise in employment law and HR best practices.
• CIPD Level 3 or higher.