Deputy Manager - Sales HR

Job Title / Designation: Business Partner HR (Sales)
Department: Human Resources
Functional Reporting to: General Manager – HR
Administrative Reporting to: Head of Sales
Location: Multiple
Job Purpose
Build strong connect with the sales team to effectively partner in fostering a values-driven culture.
Drive core HR processes efficiently to create a positive and high-performance work environment.
Ensure capability building of the sales team aligned with development needs and organizational priorities.
Strengthen communication and engagement to keep teams motivated and performance-focused.
Manage employee headcount, tracking, and related expenses.
Ensure effective bench planning and hiring of the right talent to support the sales agenda.
Collect, consolidate, and analyze data to generate insights and actionable reports.
Provide comprehensive HR, personnel, and administrative support to the regional sales team.
Primary Roles & Accountabilities
1. Core HR Processes
Ensure seamless execution of all key people processes:
Performance Management
Drive objective setting aligned with AOP, business, and people priorities (SMART goals).
Ensure completion of Mid-Year Reviews with meaningful feedback and direction.
Oversee Annual Appraisals, including quality PDRs, calibration, and pay-for-performance alignment.
Facilitate Focal Point Discussions ensuring structured feedback and development inputs.
Employee Surveys
Management Connect Survey: Ensure participation, data accuracy, and drive action planning with managers.
Organization Health Survey: Ensure effective administration, insights generation, and action tracking.
PMP Survey: Drive participation and implement corrective actions based on feedback.
People Planning
Coach managers in building CDAPs and regional people plans.
Support talent movements aligned with the people planning framework.
Ensure execution of development plans for employees.
2. Staffing
Manage end-to-end recruitment for the region across channels (Traditional Trade, Modern Trade, Wholesale, Upcountry) up to L05 (Sales Trainee to Area Sales Manager).
Own manpower planning, sourcing, onboarding, and induction processes (supporting L6+ hiring).
Drive Internal Job Postings (L01–L05 levels).
Maintain headcount as per AOP with monthly tracking.
Minimize man-day loss through timely hiring and replacements.
Promote diversity by hiring talent from varied backgrounds.
Ensure structured exit interviews and feedback integration into HR processes.
3. Employee Engagement & Culture Building
Act as an employee champion by maintaining strong frontline connect and resolving issues promptly.
Lead Rewards & Recognition initiatives (ROH, AM of the Month, CE of the Month, Family Day, contests).
Partner with RMs to nominate high-performing employees for recognition programs.
Drive regional engagement initiatives ensuring high participation.
Establish effective two-way communication channels with frontline teams.
Ensure awareness and communication of HR processes and strengthen employer branding.
Promote organizational values and Code of Conduct, acting as a role model.
4. Capability Building
Drive capability-building initiatives in partnership with RM and BU HR.
Ensure development planning aligned with performance management and people planning (70:20:10 model).
Support performance improvement plans for identified employees.
Lead change management initiatives and continuous improvement in the sales function.
Facilitate training programs and evaluate effectiveness against business outcomes.
5. Administration & MIS
Generate and maintain HR reports, analytics, and dashboards (including Win Battles reports).
Ensure timely submission of reports to HO and drive action plans.
Provide timely HR administrative support to employees.
Manage third-party resources (TDO, SPO, Admin) including T&E, salary, imprest, and grievance handling.
Skills / Attributes / Experience
Strong ability to prioritize, anticipate, and multitask effectively.
Excellent interpersonal and stakeholder management skills.
Strong communication and influencing capability without formal authority.
Good understanding of sales operations and business drivers.
Sound knowledge of HR processes and best practices.
Strong process orientation with focus on governance and compliance.
High ownership, execution focus, and value-driven mindset.
High learning agility and strong customer orientation.

Work arrangement
No