Roles and Responsibilities:

Business Partnership:

- Act as the primary HR advisor to leadership, aligning people strategies with business objectives across all functions (e.g., marketing )

- Influence senior business leaders on matters such as workforce planning, capability priorities, performance management, employee engagement, etc.

- Oversee HRBP execution across regions to ensure consistent yet locally nuanced HR delivery

Talent Acquisition:

- Partner with the TA CoE and TA Leads to align hiring priorities with the workforce needs of all functions

- Provide business insights (attrition hotspots, competitor moves, seasonal sales cycles) to shape sourcing strategies and hiring timelines

- Review hiring dashboards and flag risks in time-to-fill, quality of hire, or early attrition to ensure business continuity

Talent & Capability Management:

- Enable career pathing by ensuring adoption of CoE-designed career frameworks, influencing business leaders to create growth opportunities, and monitoring internal mobility and progression within Cluster 1 functions

- Ensure adoption of succession planning frameworks designed by the CoE, monitor leadership pipeline development, and provide business with insights to strengthen succession plans

- Partner with CoEs to shape capability-building through programs such as sales excellence, category management, and product development

Performance & Rewards:

- Drive the performance management agenda, ensuring goal-setting quality and alignment with sales, marketing, and innovation metrics

- Influence business leaders on managing poor performance, including timely interventions and corrective action





- Shape rewards discussions by providing business insights to TM CoE and ensuring competitive incentive structures

- Preside over talent reviews and performance calibration discussions, providing business aligned inputs on increments and bonus allocations based on absolute and relative employee performance

Employee Experience, Engagement, & DEI:

- Drive execution of central engagement initiatives, ensure adoption across regions, and provide feedback or suggestions to CoEs for tailoring programs to business needs

- Spearhead initiatives specifically for the distributed branch-based sales teams to ensure consistent employee experience across regions

- Monitor DEI compliance within Cluster 1 functions, ensure adoption of CoE-led initiatives, and provide insights on regional diversity gaps or risks

- Ensure retention of top-performing talent through proactive engagement and tailored interventions

Change, Transformation & Org. Design:

- Champion change management efforts within the Cluster, to enable smooth adoption of current HR processes, technology platforms, and organizational initiatives, ensuring workforce buy-in and sustained impact

- Push adoption of HR technology and analytics for data-driven workforce decisions, improved process efficiency,



and enhanced employee self-service

- Provide strategic input for org. design, such as on sales structures, spans & layers, and function alignment to best practices

HR Operations, Governance, & Compliance:

- Ensure effective execution of HR processes within the cluster through HR Shared Services, with a strong focus on compliance, accuracy, and employee experience

- Ensure adherence to HR policies, labor laws, and governance requirements across sales and corporate functions

Outsourced Workforce Management:

- Oversee governance of outsourced workforce arrangements, ensuring alignment with organizational policies and strategic workforce plans

- Review vendor performance dashboards (attrition, compliance, productivity) and flag systemic risks to leadership

- Provide strategic inputs on workforce mix (permanent vs. outsourced) to optimize cost, flexibility, and compliance

Admin:

- Ensure field infrastructure, travel, and branch office facilities, among others, enable productivity and contribute to a positive employee experience

QUALIFICATIONS & EXPERIENCE

EDUCATION:

- Postgraduate degree in Human Resources Management or related field

EXPERIENCE:

- 15+ years of experience in HR with at least 5 years in a senior HRBP leadership role covering multiple business units or large-scale functions

- Experience in consumer durables, FMCG, retail, or other high-growth, sales-driven industries

- Direct exposure to managing HR for large frontline sales and marketing populations (field sales teams, channel workforce, distributed offices) is preferred

📌 Head - HR Business Partner - Sales (Gurugram)
🏢 Recognized
📍 Gurugram