Human Resources Business Partner

Role Purpose
To act as a strategic HR partner to the Sales & Marketing function by driving talent management, workforce planning, performance management, employee engagement, capability development, and organization effectiveness initiatives. The role will closely collaborate with Sales Leadership to build a high-performing, engaged, and future-ready sales workforce aligned with business objectives.
Key Responsibilities
Strategic Business Partnering
Partner with Sales Leadership to understand business priorities and translate them into people strategies.
Support organizational growth, productivity enhancement, and transformation initiatives.
Provide insights on workforce trends, talent risks, and people-related decisions.
Talent Acquisition & Manpower Planning
Lead manpower planning and budgeting for Sales functions.
Ensure timely hiring for frontline sales, regional sales, and leadership positions.
Monitor recruitment effectiveness and quality of hires.
Performance & Reward Management
Drive Goal Setting, Mid-Year Reviews, Annual Appraisals, and Performance Calibration.
Facilitate implementation of Sales Incentive and Variable Pay programs.
Partner with business leaders on performance improvement plans and talent differentiation.
Talent Management & Succession Planning
Conduct talent reviews and identify high-potential employees.
Develop succession pipelines for critical sales roles.
Drive Individual Development Plans (IDPs) and career progression frameworks.
Learning & Capability Building
Identify capability gaps across sales teams.
Facilitate sales, leadership, behavioral, and functional learning interventions.
Measure training effectiveness and business impact.
Employee Engagement & Retention
Drive employee engagement initiatives and culture-building programs.
Analyze attrition trends and implement retention strategies.
Enhance employee experience across the sales population.
Employee Relations & HR Operations
Address employee grievances, disciplinary matters, and employee concerns.
Ensure fair, consistent, and timely resolution of employee issues.
Support policy implementation and HR governance across regions.
HR Analytics & MIS
Track and analyze HR metrics related to manpower, productivity, attrition, engagement, and performance.
Present periodic dashboards and recommendations to business leaders.
Drive data-driven HR decision-making.
Change Management
Support business transformation initiatives, restructuring, and sales expansion projects.
Act as a change champion for new HR systems, policies, and business initiatives.
Key Performance Indicators (KPIs)
Sales Employee Attrition (%)
Position Fill Rate (%)
Recruitment TAT
Employee Engagement Score
Performance Management Completion (%)
Internal Talent Movement & Promotions
Training Effectiveness Score
Manpower Productivity Metrics
Employee Grievance Closure TAT
Sales Force Retention %

Work arrangement
No