Role Overview The position holder will be accountable for ensuring that the business has the right talent, that new hires are successfully converted into productive employees, and that high-performing employees are retained. The role owns the business-facing talent journey from manpower planning and hiring through onboarding, induction, training, early-life hand-holding, productivity and retention. This is a business-facing HR leadership role, with the primary mandate to build and retain a productive business / sales organization.

Core accountability: Plan → Hire → Onboard → Induct → Train → Hand-hold → Become Productive → Retain

Key Responsibilities

A. Business Manpower Planning & Resourcing

- Translate business plans and growth targets into manpower requirements and hiring plans.
- Partner with business leaders on organization design, manpower productivity and critical talent requirements.
- Build robust talent pipelines for critical and difficult-to-fill positions.

B. Talent Acquisition

- Own lateral and campus hiring for business functions, including sourcing, selection, offer-to-join and candidate experience.
- Improve hiring quality, speed and productivity; strengthen employee referrals, talent networks and employer branding.
- Partner with Corporate HR on recruitment technology, process design and analytics.

C. Onboarding, Induction & Early-Life Success

- Own the end-to-end onboarding journey for new business / sales employees across the 70+ branch-office network.
- Ensure timely completion of corporate induction, business induction, product/process training and role-specific preparation.
- Design and drive structured 30/60/90-day onboarding and hand-holding journeys.
- Ensure each new joiner has clear expectations, a manager/buddy support mechanism and regular early-life reviews.




- Identify and eliminate points of friction that contribute to early-life attrition.

D. Capability & Productivity Ramp-Up

- Define the capability and productivity milestones expected during the first 30, 60 and 90 days.
- Partner with Sales Leadership and Corporate L&D; to ensure effective product training, sales/process training and on-the-job learning.
- Track time-to-productivity and intervene early where new joiners are not progressing as expected.

E. Retention & Employee Engagement

- Own retention of critical and high-performing business talent.
- Identify attrition risks and drive targeted interventions with business leaders.
- Track regrettable attrition and its underlying causes by branch, manager, hiring source and cohort.
- Drive engagement initiatives that directly support retention and productivity.

F. Talent Management & Career Progression

- Identify high-potential and critical talent within business functions.
- Partner with business leaders on career paths, succession and talent reviews.
- Support effective performance and development conversations within business teams.

G. Business HR Partnership

- Act as the primary HR partner to the CBO and Business Leadership Team.
- Provide people insights and recommendations for business decisions.
- Anticipate organizational and talent risks arising from growth, restructuring or changes in business priorities.

Key Success Metrics





- Manpower fulfillment against approved business plan
- Time-to-hire and hiring productivity
- Offer-to-join ratio and quality of hire
- New-joiner onboarding and training completion
- 30/60/90-day productivity milestone achievement
- Time-to-productivity
- Early Life Mortality (30/60/90-day attrition)
- 12-month retention and regrettable attrition
- Retention of critical and high-performing employees
- Employee engagement within business functions

Ownership Model The role is accountable for the outcome of the new-joiner journey. Corporate HR / L&D; provides the enterprise learning infrastructure, systems, content and analytics; Sales Leadership and Branch Managers are responsible for executing day-to-day on-the-job coaching and hand-holding.

Key Skills

- Strong commercial orientation and ability to work closely with business leaders.
- Solid stakeholder management, influencing and data-driven decision-making skills.
- Demonstrated experience in scaling organizations and improving hiring and retention outcomes.

Experience & Education
- 12+ years of HR experience with significant experience in Business HR, Talent Acquisition and retention.
- Strong experience supporting a large, distributed business / field-sales organization is highly desirable.
- Preferred industry background: IT/ITES, Media, Telecom, Hospitality or Service industries.
- Excellent academic record and a degree in HR from a reputed management institute.

Perks & Benefits

- Weekly Payroll: Industry-first weekly salary payouts
- iLeap Education Sponsorship: Reimbursement for any certified course
- Comprehensive Insurance: Medical, Personal Accident and Life coverage for you and your family
- Attractive Weekly Incentives
- Open-Door Policy

📌 VP, Head Talent Acquisition (Noida)
🏢 IndiaMART InterMESH
📍 Noida