- Principal Accountabilities
Accountability
Supporting Actions
Deliver: Business Partnership, Productivity & Governance
- Drive the enterprise Sales HR strategy across all zones, ensuring uniform processes, governance and business alignment.
- Strengthen early productivity, driving onboarding quality, mapping accuracy (10 days) and rapid assimilation.
- Review BWS, KPIs, sales productivity dashboards and provide predictive insights to Sales leadership.
- Ensure scientific goalsetting & KPI calibration in partnership with Sales Productivity teams.
- Partner with leadership on manpower planning, structural alignment and capability requirements for future growth.
- Lead governance for productivity improvement programs across Sales & Branch Operations.
Stay: Employee Experience, Engagement & Retention
- Own the Sales/Branch Ops engagement charter including BWC actions, wellness initiatives, connect frameworks and Zonal councils.
- Institutionalize branchlevel connects, ensuring structured visits, insights and action planning.
- Drive retention strategy for critical talent, HiPos, frontline performers & niche capabilities.
- Champion compensation, rewards and recognition interventions in partnership with COEs.
- Ensure grievance management, disciplinary frameworks and peoplerisk mitigation.
Grow: Talent Development, Succession & Capability Building
- Lead succession planning for Sales & Branch Ops roles; maintain a healthy succession bench (60%).
- Partner with Sales Training to cocreate functional capability programs, competency frameworks and assessments.
- Strengthen managerial effectiveness through coaching, assessments and development journeys.
- Govern earlycareer programs (MT/GET pipelines) ensuring high success and productivity outcomes.
Talent Acquisition & Workforce Planning
- Achieve 95% manning in Sales & Branch Ops through strong TA governance and forecasting.
- Run structured talent forecasting for T8 markets and strategic growth locations.
- Ensure hiring quality reviews, manpower budget adherence and critical role readiness planning.
- Govern campus hiring, ensuring consistent engagement and brand positioning.
Performance Management & Total Rewards
- Lead the full performance cycle mid-year, annual, moderation for Sales & Branch Ops.
- Ensure fairness, transparency and documentation for performance cases, including low performers.
- Partner with COEs on compensation, role leveling, promotions and special pay actions.
- Equip managers with coaching, feedback and documentation capability.
Culture building, Compliance & Change Management
- Ensure HR governance, audit readiness and policy interpretation across all zones.
- Oversee ER cases objectively with strong documentation and risk mitigation.
- Act as HR lead during restructuring, productivity redesign, market realignments or leadership transitions.
- Drive and safeguard a culture of integrity, fairness, productivity and firmfirst mindset across Sales teams
Team Management
- Develop and empower team members to strengthen stakeholder engagement, enhance HR service delivery, and consistently achieve high performance standards.
- Foster proactive, transparent communication within the team and with key internal stakeholders to ensure HR and business goals are clearly understood, cascaded, and effectively executed.
- Build and nurture strong crossfunctional relationships to enable seamless coordination, alignment, and collaborative problemsolving in support of business priorities.
- Drive ongoing capability building through knowledge sharing, structured training, and developmental interventions to equip the team with the skills, insights, and expertise required to deliver bestinclass support to the business.
