Regional HR Head

Role & responsibilities

• A. Talent Acquisition
• Own and lead regional hiring for the sales function, ensuring >90% Manpower Available as per defined AOP.
• Drive bulk / mass hiring across branches, managing high monthly closure volumes with strict TAT benchmarks.
• Build and lead the TA team; set targets, review daily/weekly funnel metrics and coach for higher productivity.
• Design and execute multi-channel sourcing strategies: job portals, social media, employee referrals, campus and lateral hiring.
• Build talent pipelines and pools for sales roles from high-volume sales sectors.
• Plan and run walk-in drives, mega hiring events and assessment centers.
• Partner with Regional Directors, Sales Heads and business leaders for workforce planning, manpower forecasting and demand-supply mapping.
• Track and improve key TA metrics: time-to-fill, offer-to-join ratio, cost-per-hire, source effectiveness, early attrition and quality of hire.
• Manage recruitment vendors and agencies, including cost negotiation, SLA adherence and performance reviews.
• Strengthen employer branding and candidate experience in the region.
• Drive TA process improvements, ATS utilization, automation and dashboards.
• B. HR Business Partnering & Administration
• Partner with the Regional Director and Sales Heads as the regional HR business partner; guide the HRBP on org health, capability and people priorities.
• Support performance management, talent reviews and Performance Improvement Plans (PIPs) for the sales team.
• Partner with L&D on sales-focused onboarding and training, based on identified capability gaps.
• Drive employee engagement, recognition and retention initiatives.
• Manage employee relations and grievances, ensuring fair HR practices.
• Oversee branch administration through the Admin team, ensuring policy implementation and statutory compliance across the region.

Preferred candidate profile

• Strong understanding of Sales HR practices.
• Demonstrated ability to lead HR teams and influence business leaders.
• Experience in designing and delivering sales-focused learning and development programs.
• Strong verbal and written communication skills with excellent stakeholder management capabilities.
• Ability to analyze HR metrics and drive data-backed decision-making.
• Sound knowledge of employment laws and regulatory compliance.