HRBP (Sales HR)

Role & responsibilities

1. Business Partnership:

a. Act as the primary HR advisor to leadership, aligning people strategies
with business objectives in Sales

b. Give strategic inputs in areas such as workforce planning, capability
priorities, performance management, employee engagement, etc.

1. Talent Acquisition:

a. Partner with the ZSM's/ ARM's to align hiring priorities with the
manpower requirements of the Sales team as per TAT.

b. Analyse business insights to shape sourcing strategies and hiring
timelines.

c. Review hiring dashboards and flag risks in time-to-fill, quality of hire, or
early attrition to ensure business continuity.

1. Talent & Capability Management:

a. Enable career pathing by ensuring adoption of career path frameworks
and the execution at the ground level.

b. Drive talent management and succession planning frameworks in
Sales.

c. Drive training and development across levels as per requirement.

4. Performance & Rewards:

a. Drive the performance management agenda, ensuring goal-setting
quality and alignment with the sales metrics.

b. Influence business leaders on managing poor performance, including
timely interventions and corrective action.

c. Shape Annual appraisal discussions by providing business insights
and ensuring competitive incentive structures.

d. Coordinate talent reviews and annual performance calibration
discussions, providing business aligned inputs on increments based
on absolute and relative employee performance.

1. Employee Engagement:

a. Drive execution of relevant Sales engagement initiatives.

b. Strengthen talent onboarding and engagement of new hires by design and implementation of relevant HR interventions.

c. Travel across locations and participate in Sales review meetings on a regular basis to drive the HR agenda as well as handle the employee grievances for prompt resolution.

d. Ensure retention of top-performing talent through proactive engagement and tailored interventions.

2. Change Management & Org. Design:

a. Champion change management efforts to enable smooth adoption of new HR processes, technology platforms, and organizational initiatives, ensuring workforce buy-in and sustained impact.

b. Push adoption of HR technology and analytics for data-driven workforce decisions.

c. Provide strategic input for org. design, such as on sales structures, spans & layers, and function alignment to best practices.

3. HR Operations, Governance, & Compliance:

a. Ensure effective execution of HR processes with a strong focus on compliance, accuracy, and employee experience.

b. Ensure creation of and adherence to HR policies, processes, systems as per requirement, including statutory labour laws.

4. Overall Administration:

a. Handle any admin requirements including travel, accommodation, employee events, etc, as per requirement for a positive employee experience.

Preferred candidate profile

1. Direct exposure to managing HR for large frontline sales (field sales teams, channel workforce, distributed offices) is preferred

2. Interpersonal Skills

3. Collaborative Skills

4. Multi-Tasking