Job Description

About the Role

The role is responsible for end-to-end workforce planning, governance, and capability development for frontline field employees (On-roll and Off-roll). This includes ensuring workforce strength aligns with approved budgets, designing career and learning pathways, and driving Development Center processes to enable structured talent growth and readiness.

Responsibilities

1. Workforce Planning & Governance

Conduct regular workforce planning and governance reviews for both off-roll and on-roll frontline employees.
Ensure field force headcount aligns with approved budgets, specifically for Off-roll & On-roll employees up to Sr. Manager.
Proactively identify, analyze, and highlight discrepancies in manpower numbers and costs, and escalate deviations to relevant stakeholders for timely corrective action.
Maintain accurate workforce dashboards, forecasts, and governance reports.

2. Career Path Development

Design, develop, and implement structured career paths for frontline field employees up to Sr. Manager.
Work closely with business leaders, HR Business Partners, and functional heads to ensure career pathways are aligned with business needs.
Collaborate with internal stakeholders to define role-based competencies and progression criteria.
Support implementation of skill development programs mapped to career bands and role expectations.

3. Development Centers (DCs)

Design and develop assessment tools and questionnaires for Development Centers, tailored to respective frontline roles.
Validate assessment questionnaires bi-annually in collaboration with NSOMs and HOFMs.
Develop and publish a detailed Development Center calendar and communicate timelines proactively to all stakeholders.
Conduct pre-DC orientation sessionsfor:
Eligible Development Center participants
Respective RA1s (Reporting Authorities – Level 1)
Execute Development Center processes in partnership with RHRs for Level 1 roles, ensuring consistency, fairness, and quality.

4. Learning Path & Capability Development

Design and implement role-specific learning journeys for frontline employees in collaboration with the Manager – Learning & Development (L&D).
Ensure seamless integration of learning interventions:
Before Development Centers (readiness & preparation)
After Development Centers (development action plans & capability building)
Monitor learning adoption, effectiveness, and completion metrics.
Identify capability gaps and escalate learning issues or risks to Manager – L&D for resolution.

5. Stakeholder Management & Communication

Act as a central coordination point between:
Business leaders
HR Business Partners
L&D teams
Regional HR and field leadership
Ensure transparent communication, governance discipline, and timely execution of agreed initiatives.

Required Skills

Experience in workforce planning, frontline capability development, or large-scale people programs
Strong exposure to field force–centric organizations (Sales, Operations, FMCG, Infrastructure, Pharma, Telecom preferred)