Manager, People Operations & Analytics at DeliveryHero

About the Role

We are looking for a Workforce Operating Model Designer to join Dmart's frontline workforce management team. This role involves designing and implementing regional operating models, establishing governance mechanisms, and standardizing workforce practices across markets.

Key Responsibilities

• →Design and implement the regional operating model for Dmart frontline workforce management, covering all lifecycle pillars including hiring, onboarding, training, performance management, progression, compensation governance, and workforce communication.
• →Define operational labor standards and workforce deployment models aligned with store productivity targets and service levels.
• →Establish regional governance mechanisms including operational KPIs, labor dashboards, performance cadences, and workforce cost monitoring with country Operations and local People teams.
• →Standardize workforce practices across markets while adapting to local labor regulations, wage structures, and agency models.
• →Own workforce performance metrics directly linked to store output, including productivity per labor hour, attendance reliability, attrition trends, and ramp-up speed.
• →Quantify workforce cost drivers including hiring funnel efficiency, onboarding effectiveness, training investment, agency usage, and turnover replacement costs.
• →Design and implement operational interventions to reduce early attrition, improve picker ramp-up time, increase productivity consistency, and optimize staffing mix.
• →Lead diagnostic-to-implementation programs across markets, including process mapping, pilot design, implementation playbooks, and regional rollouts.
• →Develop and deploy standardized onboarding and training frameworks focused on operational readiness, safety, and productivity outcomes.
• →Design transparent and operationally relevant progression pathways from Picker → Senior Picker → Store Leadership roles.
• →Define eligibility criteria based on measurable operational performance, reliability, and leadership capability.
• →Design and standardize productivity-linked incentive frameworks aligned with store performance and operational KPIs.
• →Ensure compensation models balance productivity, fairness, compliance, and cost control across markets.
• →Define scalable frontline communication structures including shift briefings, performance feedback loops, and workforce engagement mechanisms.