Key Responsibilities
1. Business Partnership & Strategic HR
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Partner with Sales Leaders to understand business priorities, productivity challenges, and manpower requirements.
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Translate business challenges into actionable HR interventions.
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Drive people strategy aligned to sales growth, productivity, and retention objectives.
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Participate in business reviews and provide HR insights through data analytics.
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Act as a trusted advisor to leadership on organization effectiveness and people decisions.
2. Attrition Management & Workforce Stability
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Analyze attrition trends across cohorts, managers, geographies, tenure bands, and hiring sources.
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Identify root causes related to skill, will, support, leadership quality, or hiring quality.
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Design and execute retention interventions for critical populations.
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Conduct proactive connects and stay interviews with frontline employees.
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Work with managers to improve engagement and reduce regrettable attrition.
3. Performance Management & Productivity
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Drive performance governance across sales teams.
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Monitor productivity metrics such as activation, conversion, gross sales, quality business, and manager effectiveness.
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Support managers in identifying low-performance patterns and creating improvement plans.
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Enable performance culture through reviews, coaching frameworks, and accountability mechanisms.
4. Talent Acquisition & Manpower Planning
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Partner with Talent Acquisition teams to ensure quality hiring and manpower fulfillment.
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Participate in critical hiring decisions for frontline and managerial sales roles.
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Assess candidate fit for resilience, sales orientation, and cultural alignment.
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Ensure manpower optimization and deployment efficiency.
5. Capability Building & Leadership Development
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Identify capability gaps across frontline sales employees and managers.
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Work with Learning & Development teams to drive interventions on sales capability, leadership, communication, and managerial effectiveness.
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Support succession planning and internal talent movement.
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Facilitate assessment and development initiatives for frontline-to-manager transitions.
6. Employee Relations & Governance
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Handle employee grievances, disciplinary matters, and sensitive people issues.
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Ensure adherence to organizational policies and compliance requirements.
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Support ethical decision-making and fair people practices.
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Drive culture and engagement initiatives across the sales population.
7. Data Analytics & HR MIS
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Track and analyze HR metrics including:
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Attrition
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Hiring
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Productivity
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Engagement
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Span management
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Internal movement
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Diversity metrics
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Prepare dashboards and insights for leadership reviews.
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Use data to influence business decisions and HR prioritization.
8. Employee Engagement
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Engaging with employees through regular branch visit to cascade key communiqués, identify concerns which employees face & provide timely resolution.
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Design & Deploy suitable events to promote integration and interaction among employees.
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Identify & roll out of employee engagement calendar for all employees
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Ensure Communication Forums are held with regular frequency.
Conceptualize and execute initiatives to support Diversity
9. HR Operations & Analytics
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Liaison with HR Helpdesk in providing resolutions on various Operational queries.
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Preparation of Business HR MIS on various HR metrics & creating dashboards
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Enhancing HR effectiveness by Planning and implementing process improvements.
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Facilitates Exits, Transfers & Operational activities on HRMS.
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Coordinate and resolve employee query with contact points in HR Operations/ Payroll Team.
Key Challenges in the Role
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Managing high attrition in frontline sales roles.
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Influencing business leaders in high-pressure target environments.
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Balancing employee advocacy with business expectations.
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Handling geographically dispersed teams.
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Improving manager quality and people leadership capability.
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Ensuring quality hiring in fast-scaling environments.
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Driving HR impact beyond transactional execution.
