At Decathlon, execution excellence and people thriving build on each other. As the HR Business Partner for the Services Domain, your mission is to serve as the strategic partner for our service leaders and teammates.

Our Services team includes 300 teammates across support, sports, and supply, averaging more than 4+ years of experience at Decathlon. Many of us have grown cross-functionally through unique, non-linear career paths, and we all share a deep passion for sports and collaboration.

Moving forward, our goal is to ensure we have skilled teammates in each domain who dare collectively, grow together, and perform at the highest level. To support this journey, You will be working alongside key HR experts to drive both operational and strategic excellence across our teams.

RESPONSIBILITY 1:

MANAGERIAL RESPONSIBILITY: Develop, enrich and take care of human capital to create collective and individual value

• Create safe conditions and take care of myself, my teammates and my ecosystem on a daily basis.

• Embody and bring to life our culture within the team and all stakeholders.

• Define the target organisation and recruit/onboard teammates without compromising on our essential criteria.

• Drive and implement our management model to foster responsibility, autonomy and cross-functional collaboration.

• Drive the development and transmission of our teammates' skills to support both the collective project and their individual career paths.

• Manage compensation and benefits in line with internal policy.

• Lead change in order to strive for operational excellence and ensure our long-term performance.

• Ensure compliance with legal and contractual obligations and the company's code of conduct.

RESPONSIBILITY 2: 

Act as Culture Guardian to Enable leadership skills

• Upskill Managers in all their human responsibilities (recruitment, career management, performance, well-being), ensuring they act as the "first HR" for their teams.

• Reinforce the management scheme application within the business unit, for strengthening management skills by training and feedback sessions.

• Coach and guide managers to internalize and champion the company Purpose, Culture, and Values, equipping them to cultivate a fair and inclusive working environment within their own teams.

• Support managers on team dynamics to cultivate a stimulating environment where autonomy drives both high performance and pleasure at work, turning the workplace into a space of passion and engagement.

• Analyze internal barometer insights (DTB and other performance tools) alongside managers, advising them through pedagogical support on how to design and execute impactful, local dialogue actions for maximum field results. 

• Guarantee compliance with the legal framework and internal policies, focusing on the simplicity and clarity of their deployment.

RESPONSIBILITY 3:  

Act as Partner of business and Drive teammates learning, skilling &skill maturity (L&D)

• Act as a Strategic Business Partner to translate business challenges into a value-creating HR roadmap and anticipate mid-term human needs.

• Act as a sparring partner by advising during recruitment process, C&B benchmarking, assisting in case of international mobility, labour laws and work terminations.

• Partner with leaders on organizational efficiency and strategic workforce planning, consulting on future capabilities (AI, new roles) so managers can successfully position the right talent in the right place at the right time.

• Support transformations and change projects by guiding managers and teams, ensuring clarity and purpose in communication. 

• Ensure an active watch of the social climate in my country / BU, to be responsible to train all managers on social dialog matters.

• Manage the talent reviews with the business leaders and ensure the management of the talent pool (Talent Pool and Succession Planning) aligned with the organization's future needs.

• Anticipate future evolutions that concern people by tracking human and technological (AI) trends, using this knowledge to challenge and inspire innovative organizational designs.

Drive Teammate Learning, Skilling & Skill Maturity (L&D)

• Cultivate a continuous learning culture across the business unit/domain by implementing structured skilling frameworks, driving Skill Maturity Rate (SMR), and partnering with managers to build a highly competent, autonomous, and future-ready workforce.
• Ensure every role in the unit is aligned with an updated Job Description, a clear Skill Matrix (hard, soft, and management skills), and defined learning paths across all levels (Induction Level 1 Fundamentals Level 2 Improvement Level 3 Expertise).
• Skill Maturity Rate (SMR) Monitoring: Accompany managers through regular skill assessments to evaluate teammate progression across the 4 levels (Beginner, Intermediate, Autonomous, Excellent). Target and maintain a Skill Maturity Rate 
• Drive the localized adoption of learning platforms (such as Decathlon University/LXP)
• Domain Roadmap Execution: Facilitate the end-to-end domain-specific upskilling roadmap using the common framework—aligning training needs with strategic business growth targets. 
• Digital & Future Skills: Drive digital skill enhancement across the workforce, tracking progress to ensure teams are equipped with modern technological and functional capabilities.

RESPONSIBILITY 4:  

Local deployment of Group policies and processes across my local scope  

• Translate global HR policies (Talent, C&B, L&D, D&I, social dialog) into simplified local strategies, facilitating smooth adoption by managers while analyzing trends to recommend strategic adjustments. 

• Applying people journey processes locally by proactively mastering the 10 HR processes. 

• Utilize HR Data (HR Analytics) and dashboards to objectify situations, monitor key business/HR indicators, and inform leaders so they can take the best decisions. 

• Collaborate effectively with process accountable (C&B, Talent Management & Development, Legal & social dialogue, Transformation) and Global HR Partners to ensure service quality and technical expertise.

• Minimum 3 years of progressive experience as an HRBP, ideally within Supply, Brand, Offer, Operations, or Finance domains in a product-based organization.

•  Overall minimum of 5 years of experience in Human Resources across the HR process and lifecycle.

•  A Master’s degree in Human Resources or a related field from a reputed institution.

•  Strong foundational knowledge of HR principles and practices, with hands-on experience in performance management, employee experience, and policy implementation.

•  Proven experience delivering results by partnering with and influencing others, as well as stakeholder management.

•  Experience coaching and mentoring at the management level.

•  Excellent knowledge of Learning and Development HR processes. 

•  Good understanding of Compensation & Benefits and compliance (preferred).

A sport passionate and a collective intelligence individual

Location : Decathlon Anubhava, Address: Survey No 78/10, A2, Bellary Rd, Chikkajala, Bengaluru, Chikkajala, Karnataka 562157

This is a work from office all 5 days