Job Description
Key Responsibilities
1. 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.
2. 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.
3. 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.
4. 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.
5. 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.
6. 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.
7. 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.
8. Employee Engagement
- Engaging with employees through regular branch visit to cascade key communiques, 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
9.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.
