Human Resources Business Partner

Job Description
HR Business Partner (HRBP)
Role Purpose
The HR Business Partner will act as a strategic HR leader for the Lighting Business, Solar Rooftop, and Wires businesses, partnering closely with Business Head, PL Heads, NSMs, AIMMs, Sales Leadership, and Functional Leaders to drive organizational effectiveness, talent management, workforce productivity, and employee engagement. The role will be responsible for enabling business growth through robust people practices, sales force effectiveness, productivity governance, capability building, and strong HR analytics.
A key element of the role will be to drive Field Operating Structure (FOS) productivity governance, monitor TSM and ASM productivity adherence, optimize manpower deployment, and ensure workforce effectiveness across all channels and geographies.
Key Accountabilities
Strategic HR Business Partnering
Partner with Business Heads of Lighting, Solar Rooftop, and Wires businesses to align people strategy with business objectives.
Participate in business planning and provide HR insights on workforce capability, productivity, and organizational effectiveness.
Drive organization design, span of control optimization, and manpower planning.
Support business transformation, expansion, and growth initiatives.
Build a high-performance culture focused on accountability, productivity, and execution excellence.
Workforce Planning
Develop annual manpower plans in alignment with business growth objectives.
Drive recruitment for leadership, sales, technical, and support functions.
Ensure timely hiring and onboarding of frontline sales employees.
Minimize vacancy-related productivity losses through proactive workforce planning.
Govern manpower productivity and cost optimization across businesses.
Sales Force Effectiveness & FOS Productivity Governance
Lead governance of Field Operating Structure (FOS) productivity across Lighting, Solar Rooftop, and Wires businesses.
Establish and monitor productivity norms for field sales teams across territories and channels.
Drive productivity reviews with business leaders on a monthly and quarterly basis.
Key Metrics Monitored:
Sales per head
Revenue productivity
Territory productivity
Vacancy productivity impact
Governance Responsibilities
Publish and review productivity dashboards across regions.
Conduct manpower effectiveness reviews.
Recommend territory restructuring and FOS optimization initiatives.
Drive corrective actions for low-productivity territories and teams.
Ensure alignment between headcount investments and business output.
TSM & ASM Productivity Adherence
Monitor Territory Sales Manager (TSM) and Area Sales Manager (ASM) productivity across all three businesses.
Ensure adherence to productivity benchmarks and operating rhythm.
Leadership Interventions
Identify underperforming territories and managers through productivity analytics.
Support Regional Sales Managers in coaching and capability development initiatives.
Recommend performance improvement plans where required.
Drive accountability through structured review frameworks.
Performance Management
Drive goal setting and performance management processes for all employees.
Ensure KPI alignment with business priorities and productivity expectations.
Facilitate talent calibration and succession discussions.
Monitor performance trends and implement corrective interventions.
Drive merit-based performance differentiation and rewards.
Talent Management & Succession Planning
Identify high-potential employees and create development plans.
Build succession pipelines for critical sales, technical, and leadership positions.
Facilitate career progression and internal mobility initiatives.
Partner with leaders to develop future-ready talent pools.
Capability Building & Learning
Identify capability gaps across sales and support functions.
Develop capability-building programs for all employees
Employee Engagement & Culture
Lead employee listening initiatives and action planning.
Improve retention of critical sales and technical talent.
HR Analytics & Business Reviews
Develop actionable people dashboards and business productivity reports.
Employee Relations
Ensure adherence to company policies and statutory requirements.
Manage disciplinary cases and employee grievances.
Candidate Profile
Education
MBA / PGDM in Human Resources is preferred
Experience
6-8 years of experience with minimum 3-5 years as Business HR
Strong exposure to sales HR partnering in Lighting, Electricals, Wires & Cables, Solar, Building Materials, FMCG, Consumer Durables, or Industrial Products sectors.
Experience handling large field sales structures across multiple geographies.
Critical Competencies
Business & Functional
HR Business Partnering
Sales HR
Commercial Acumen
Sales Force Effectiveness
Workforce Productivity Analytics
Organization Design
Talent Management
Performance Management
Change Management

Work arrangement
No