• Own and drive global People Expense (PEX) management, including planning, steering, analysis, and optimization
• Ensure compliance with global regulatory and statutory HR requirements, including pay transparency, ESG, and CSRD-related obligations
• Lead HR input for corporate reporting, including Annual Report, CSRD, Sustainability, and further Integrated Reports
• Lead and contribute to global rewards-related projects (compensation, benefits, governance, reporting initiatives)
• Own and enhance global people cost and ESG related HR reporting
• Translate data into insights, storytelling, and actionable recommendations for senior leadership.

• University degree in Business Administration, HR, Finance, Economics, or a related field
• At least 7 years of experience in HR Rewards, HR Controlling or HR Reporting in a global corporate function
• Strong knowledge and passion for people cost management, regulatory HR requirements (ESG/CSRD) and corporate reporting
• Excellent analytical and conceptual abilities with a strong business mindset
• Proven experience in managing complex projects and global stakeholders
• Confident communicator with strong presentation skills at senior management level
• Fluent English language skills are required, German is an advantage.

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.

• Translate regional HR priorities into cluster‑specific execution plans, ensuring global and regional HR standards, policies, and Center of Excellence guidance are implemented consistently while adapting to local market and cultural nuances.
• Act as the strategic HR partner to cluster leadership teams, providing guidance on organizational structure, workforce planning, capability needs, talent deployment, and supporting budgeting & forecasting in collaboration with Finance for cluster‑level workforce planning.
• Oversee high‑quality execution of all core HR processes across the cluster, including recruitment, onboarding, performance, talent management, development, compensation and, where applicable, payroll accuracy and timeliness.
• Ensure each market adheres to employment laws, works council requirements (where applicable), health & safety standards, local regulatory obligations, and the governance of HR data quality needed for legal compliance.
• Serve as the first escalation point for complex employee relations matters within the cluster, managing cases, conflict resolution, disciplinary processes, and restructuring topics.
• Collaborate closely with Regional HR, functional HRBPs, and global HR teams, sharing insights from cluster markets, aligning on talent and organizational priorities, and ensuring that cluster execution supports broader strategy.
• Lead local HR teams across the cluster, strengthening HR capability, coaching HR managers, and ensuring consistent service delivery, while also overseeing HRIS usage, maintenance, and process discipline in partnership with People Tech.
• Drive cluster‑wide process improvements, harmonizing ways of working across markets, optimizing tools and workflows, and ensuring accurate HR data, system readiness, and reporting required to enable smooth daily operation.
• Responsible for approx. 600 Employees across UK, Ireland, Sweden, Norway, Denmark and Finland.

• A college degree, preferably in business, psychology, law, or a related field
• At least 10–15 years of professional experience in HR, as well as several years of leadership experience, ideally in an international setting
• Ideally work experience in UK and the Nordics
• In-depth knowledge of HR strategy, recruiting, talent management & people development, compensation & benefits, workforce planning, and labor law
• Strong leadership and coaching skills, as well as the ability to motivate and inspire teams
• Excellent communication and collaboration skills, particularly when interacting with executives and the works council
• Experience in budget planning and management
• Fluency in English.

Reports to: Senior Manager HR (Retail South & West)

Position Summary: The Retail HR role partners closely with retail operations to support people-related initiatives across stores. The role focuses on driving hiring, employee engagement, capability development, and compliance while building a strong connect with store teams and supporting the overall employee experience in the region.

Key Objectives:

• Manage the end-to-end employee lifecycle for retail employees including recruitment, onboarding, engagement initiatives, training and development, and exit interviews.

• Drive hiring across retail stores by identifying and leveraging both internal and external recruitment sources to ensure timely closure of open positions.

• Partner with retail operations stakeholders and store managers to understand manpower requirements and support people-related decisions across stores.

• Assess behavioural and capability development needs of store employees and coordinate relevant training programs with internal or external trainers.

• Plan and manage the monthly employee engagement calendar across stores to strengthen employee connect and morale.

• Coordinate and ensure timely and accurate submission of payroll inputs for retail employees.

• Conduct regular store visits to interact with employees, gather feedback, understand on-ground challenges, and support resolution of employee concerns.

• Track attrition trends and employee feedback across stores and work with business leaders to drive retention and employee experience initiatives.

• Ensure effective implementation of company policies across stores and monitor compliance with statutory requirements, including maintenance of statutory registers and documentation.

• Actively participate in various company forums and people initiatives within the organization.

Eligibility Criteria And Functional  Competencies Required:

• MBA / PGDM students specializing in HR or related fields.

• 2–4 years of HR experience, preferably in retail, hospitality, or other customer-facing industries.

• Prior experience in managing store hiring, employee engagement, and HR operations will be an advantage.

• Good communication and coordination skills.

• Working knowledge of MS Excel and PowerPoint.

• Ability to manage multiple tasks and work with multiple stakeholders.

Location: Mumbai (In office)

• Support sourcing and coordination for hiring of retail stores across the west region.

• Screen profiles and coordinate interviews with candidates and hiring managers.

• Maintain recruitment trackers and provide regular updates on open positions and closures.

• Assist in onboarding coordination for new joiners including documentation and joining formalities.

• Support the team in maintaining employee data and HR trackers.

• Assist in planning and executing employee engagement activities across stores in the region.

• Help collate HR data and reports related to hiring, attrition, and manpower updates.

• Provide coordination and administrative support for ongoing P&O initiatives and projects.

• MBA / PGDM students specializing in HR or related fields.

• Good communication and coordination skills.

• Working knowledge of MS Excel and PowerPoint.

• Ability to manage multiple tasks and work with multiple stakeholders.

Tu es passionné·e par l’univers du commerce et du sport ?

Tu recherches une alternance à partir d’août ou septembre 2026 dans le cadre de ton Master ?

Rejoins l’équipe Key Account Grands Comptes de Puma France et découvre les coulisses d’un équipementier sportif de référence !

Ta base ? Nous t’accueillons dans le quartier d’affaire Européen du Wacken, à 2 pas du cœur de Strasbourg.

C’est toi qu’il nous faut si tu es enthousiaste à l’idée d’accompagner l’équipe dans l’atteinte des objectifs du pôle Sport (Intersport, Sport 2000, chausseurs…).

Au cœur de ton rôle : tu piloteras et analyseras les indicateurs de performance, en t’appuyant sur des analyses chiffrées approfondies, une veille concurrentielle active et des benchmarks réguliers.

Ton objectif ? Identifier des leviers de croissance concrets, anticiper les tendances du marché et formuler des recommandations stratégiques directement exploitables par l’équipe. Tu joueras ainsi un rôle clé dans la prise de décision et l’optimisation de la performance des comptes.

Tu participeras également activement aux rendez-vous clients, de la préparation à la réalisation, aux côtés de nos Responsables Grands Comptes : élaboration des supports, analyse des résultats, suivi des plans d’action…

Enfin, tu contribueras à différents projets transverses en lien avec les équipes internes.

Les clés du succès ?

Tu es une personne enthousiaste et pleine d’énergie, avec un réel attrait pour l’univers de Puma.

Tu prépares un diplôme Bac+4/5 en commerce.

Tu disposes de solides compétences analytiques et tu es particulièrement à l’aise avec les chiffres : Excel n’a (presque) plus de secrets pour toi (TCD, recherches, analyses de données…). Tu sais transformer des données en insights clairs et actionnables.

Rigoureux·se et organisé·e, tu fais preuve d’autonomie dans tes missions, tout en ayant un fort esprit d’équipe. Tu apprécies travailler en collaboration avec différents interlocuteurs et contribuer à une dynamique collective.

Doté·e d’un excellent relationnel, tu sais créer facilement un lien de confiance et interagir avec des profils variés.

Ton dynamisme et ton engagement te poussent naturellement à être force de proposition.

Tu maîtrises le Pack Office et tu es à l’aise en anglais.

Enfin, ce poste est fait pour toi si ta curiosité et ta soif d’apprentissage n’ont pas de limites !

Rejoindre la PUMAFAM c'est :

• Rejoindre un environnement de travail innovant et challengeant tourné vers le Well-being
• 13e mois, bonus, intéressement et participation
• 1j/semaine de télétravail
• Une mutuelle prise en charge à 95%
• Des tickets restaurant et indemnités de transport
• D'excellentes opportunités de carrières sur tous nos métiers.

Tu as envie de rejoindre la PUMA FAM ?

1) Nous allons étudier ta candidature avec le plus grand soin
2) Ton profil matche avec le brief de poste : les RH te contacte pour un premier échange téléphonique.
3) Si la magie opère, tu seras reçu.e en entretien au Siège à Strasbourg
4) Bien que FOREVER.FASTER. une décision aussi importante demande un temps de réflexion, nous restons joignables tout au long du process et faisons tout notre possible pour te répondre dans les meilleurs délais !
Quel que soit le retour, nous serons ravis de garder le contact pour une prochaine opportunité !

« DIVERSITY MAKES US BETTER » 🌈
La culture d’entreprise inclusive est une source de créativité, de force et d’innovation. Diversité, équité et inclusion sont vitales pour l’avenir de l’industrie de la mode, c’est pourquoi nous veillons chaque jour à ce que les mêmes chances soient offertes à tous.tes.
Tous nos postes sont ouverts aux personnes en situation de handicap.

👉 En savoir plus sur nos engagements

The Senior HR Business Partner reports to the Senior Director HR and serves as a strategic partner and end‑to‑end owner of the full employee lifecycle for designated business groups. This role builds strong relationships with leaders, drives talent, advises on organizational design, and ensures an exceptional employee experience. The HR Business Partner provides expert guidance in employee relations, talent management, learning, and workforce planning. Acting as a proactive, solutions‑focused partner, the Senior HR Business Partner helps shape a high‑performing team and a future‑ready organization.

• Serve as a strategic, end‑to‑end HR partner by owning the full employee lifecycle for assigned business groups—covering attraction, onboarding, development, performance, engagement, and transition
• Build strong relationships with key stakeholders and leaders for responsible corporate teams
• Translate global HR strategy and CoE standards into regional priorities and plans
• Provide effective, creative, and objective employee relations support through coaching, policy interpretation, progressive disciplinary action, and incident investigation
• Guide managers through the talent management process to ensure consistency, clarity, and achievable action plans
• Identify learning opportunities for employees to offer ongoing development
• Support respective functional teams with headcount planning and recruiting
• Analyze HR metrics to assess and communicate the effectiveness of people management practices including talent management, recruiting, employee relations, retention and turnover
• Oversee immigration cases; visa, PERM and renewals in partnership with external legal counsel.
• Ensure compliance with HR-related federal, state, local and company rules and regulations by staying abreast of general and common regulations and legal resources; contribute to the development of compliance components of policies and programs
• Participate in HR projects related to employee experience, organizational effectiveness, and process improvement

• Bachelor’s degree in Business, Human Resources, or a related field (or equivalent combination of experience)
• Minimum 8+ years of progressive HR experience across multiple disciplines like workforce planning, talent acquisition, talent management and career development
• Demonstrated experience in supporting organizational design, transformation and change management
• Strong knowledge of US and Canada labor law and HR best practices
• Exceptional relationship‑building skills with the ability to influence, coach, and partner at all levels using a collaborative and empathetic approach
• High level of business and people acumen, with the ability to diagnose needs, recommend solutions, and drive outcomes
• Outstanding communication skills required
• Detail‑oriented with strong analytical, problem‑solving, and decision‑making skills
• Thrives in fast-moving, dynamic environments; capable of managing multiple priorities while delivering high-quality results
• Self-starter with proven ability to work independently
• Results-oriented and comfortable working within tight timeframes and evolving business expectations

The hiring range base pay for this position is $86,600-$122,900 + Bonus + Benefits

(Benefit Summary Corporate) 

Pay may vary depending on job-related knowledge, skills, and experience.

Reports to: Senior Manager HR (Retail North & East)

Position Summary: The Retail HR role partners closely with retail operations to support people-related initiatives across stores. The role focuses on driving hiring, employee engagement, capability development, and compliance while building a strong connect with store teams and supporting the overall employee experience in the region.

Key Objectives:

• Manage the end-to-end employee lifecycle for retail employees including recruitment, onboarding, engagement initiatives, training and development, and exit interviews.

• Drive hiring across retail stores by identifying and leveraging both internal and external recruitment sources to ensure timely closure of open positions.

• Partner with retail operations stakeholders and store managers to understand manpower requirements and support people-related decisions across stores.

• Assess behavioral and capability development needs of store employees and coordinate relevant training programs with internal or external trainers.

• Plan and manage the monthly employee engagement calendar across stores to strengthen employee connect and morale.

• Coordinate and ensure timely and accurate submission of payroll inputs for retail employees.

• Conduct regular store visits to interact with employees, gather feedback, understand on-ground challenges, and support resolution of employee concerns.

• Track attrition trends and employee feedback across stores and work with business leaders to drive retention and employee experience initiatives.

• Ensure effective implementation of company policies across stores and monitor compliance with statutory requirements, including maintenance of statutory registers and documentation.

• Actively participate in various company forums and people initiatives within the organization.

Eligibility Criteria And Functional  Competencies Required:

• MBA / PGDM students specializing in HR or related fields.

• 2–4 years of HR experience, preferably in retail, hospitality, or other customer-facing industries.

• Prior experience in managing store hiring, employee engagement, and HR operations will be an advantage.

• Good communication and coordination skills.

• Working knowledge of MS Excel and PowerPoint.

• Ability to manage multiple tasks and work with multiple stakeholders.

This position is responsible to develop, plan, and govern the SEA retail training content and regional training programs, ensuring alignment with retail strategy, brand standards, and seasonal priorities. This role leads content creation and program management to enable Retail Operations teams to execute training effectively at store level.

Task 1: Retail Training Content Development
•    Develop, plan, and maintain SEA-level retail training content aligned with retail strategy and brand priorities.
•    Create high-quality, visually engaging training materials using PowerPoint, ensuring clarity, storytelling, and retail relevance.
•    Design and produce visual learning assets, including product cards, job aids, infographics, and quick reference guides.
•    Develop short-form training videos (e.g. product features, selling techniques, coaching tips) using basic video editing tools such as CapCut or equivalent.
•    Translate product, campaign, and merchandising strategies into compelling, retail-ready training storytelling across multiple formats (slides, visuals, videos).
•    Ensure all content is practical, engaging, and easily executable by Retail Operations teams at store level.

Task 2: Regional Training Program Management
•    Plan, manage, and coordinate SEA regional training programs (e.g. NITRO Expert, CX Champion, WOW Bill, seasonal focus programs).
•    Support rollout planning, timelines, and execution readiness in partnership with Retail Operations.
•    Ensure program standards, content, and tools are clearly communicated and aligned across markets.
•    Collect qualitative feedback from markets to support continuous program improvement.

Task 3: Seasonal & Campaign Training Support
•    Lead development of seasonal product training decks, videos, and supporting tools aligned with SEA and Global timelines.
•    Ensure timely delivery of training materials to support product launches and key campaigns.
•    Adapt global training materials to meet SEA needs while maintaining content governance.

Task 4: Content Governance & Continuous Improvement
•    Work closely with SEA Merchandising, Marketing, and Retail stakeholders to identify training needs and priorities.
•    Maintain consistency, accuracy, and quality of training materials across all SEA markets.
•    Manage and organise centralized regional content libraries.

Task 5: Innovation & Learning Trend Adoption
•    Stay up to date with learning design trends, retail training tools, and digital learning innovations.
•    Continuously improve training content formats (e.g. micro-learning, short videos, blended learning).
•    Explore and recommend new tools or approaches to enhance training effectiveness and engagement.

Education: Bachelor’s degree in business, Education, Learning & Development, Marketing, or relevant studies.

Professional: A minimum of 6 years' experience in retail training, learning & development, or product training. Proven experience in managing regional training programs or initiatives. Experience working with cross-functional stakeholders in a regional environment. Exposure to sportswear, fashion, footwear, or lifestyle retail is an advantage.

IT Skills: Advanced PowerPoint skills with strong visual and instructional design capability. Experience with content creation tools such as Canva, Photoshop, or similar. Basic video editing skills using tools such as CapCut or equivalent. Familiarity with e-learning platforms and digital learning tools.

Language Skills: Strong written and spoken English.