Key Responsibilities

Business Partnership & Strategic HR
Partner with Sales Leaders to understand business priorities, productivity challenges, and manpower requirements.
Translate business challenges into actionable HR interventions.
Drive people strategy aligned to sales growth, productivity, and retention objectives.
Participate in business reviews and provide HR insights through data analytics.
Act as a trusted advisor to leadership on organization effectiveness and people decisions.
Attrition Management & Workforce Stability
Analyze attrition trends across cohorts, managers, geographies, tenure bands, and hiring sources.
Identify root causes related to skill, will, support, leadership quality, or hiring quality.
Design and execute retention interventions for critical populations.
Conduct proactive connects and stay interviews with frontline employees.
Work with managers to improve engagement and reduce regrettable attrition.
Performance Management & Productivity
Drive performance governance across sales teams.
Monitor productivity metrics such as activation, conversion, gross sales, quality business, and manager effectiveness.
Support managers in identifying low-performance patterns and creating improvement plans.
Enable performance culture through reviews, coaching frameworks, and accountability mechanisms.
Talent Acquisition & Manpower Planning
Partner with Talent Acquisition teams to ensure quality hiring and manpower fulfillment.
Participate in critical hiring decisions for frontline and managerial sales roles.
Assess candidate fit for resilience, sales orientation, and cultural alignment.
Ensure manpower optimization and deployment efficiency.
Capability Building & Leadership Development
Identify capability gaps across frontline sales employees and managers.
Work with Learning & Development teams to drive interventions on sales capability, leadership, communication, and managerial effectiveness.
Support succession planning and internal talent movement.
Facilitate assessment and development initiatives for frontline-to-manager transitions.
Employee Relations & Governance
Handle employee grievances, disciplinary matters, and sensitive people issues.
Ensure adherence to organizational policies and compliance requirements.
Support ethical decision-making and fair people practices.
Drive culture and engagement initiatives across the sales population.
Data Analytics & HR MIS
Track and analyze HR metrics including:
Attrition
Hiring
Productivity
Engagement
Span management
Internal movement
Diversity metrics
Prepare dashboards and insights for leadership reviews.
Use data to influence business decisions and HR prioritization.
Employee Engagement
Engaging with employees through regular branch visit to cascade key communiqués, identify concerns which employees face & provide timely resolution.
Design & Deploy suitable events to promote integration and interaction among employees.
Identify & roll out of employee engagement calendar for all employees
Ensure Communication Forums are held with regular frequency.

Conceptualize and execute initiatives to support Diversity

HR Operations & Analytics
Liaison with HR Helpdesk in providing resolutions on various Operational queries.
Preparation of Business HR MIS on various HR metrics & creating dashboards
Enhancing HR effectiveness by Planning and implementing process improvements.
Facilitates Exits, Transfers & Operational activities on HRMS.
Coordinate and resolve employee query with contact points in HR Operations/ Payroll Team.

Key Challenges in the Role

Managing high attrition in frontline sales roles.
Influencing business leaders in high-pressure target environments.
Balancing employee advocacy with business expectations.
Handling geographically dispersed teams.
Improving manager quality and people leadership capability.
Ensuring quality hiring in fast-scaling environments.
Driving HR impact beyond transactional execution.

Regional HR Manager - Delhi