Partner with the sales team to drive a values-based, high-performance culture by delivering effective HR processes, talent management, and capability-building initiatives. Ensure strong employee engagement, optimal workforce planning, and data-driven decision-making while providing end-to-end HR and administrative support to the regional sales team.
Job Title / Designation: Business Partner HR (Sales)
Department: Human Resources
Functional Reporting to: General Manager – HR
Administrative Reporting to: Head of Sales
Location: Multiple
Job Purpose
- Build strong connect with the sales team to effectively partner in fostering a values-driven culture.
- Drive core HR processes efficiently to create a positive and high-performance work environment.
- Ensure capability building of the sales team aligned with development needs and organizational priorities.
- Strengthen communication and engagement to keep teams motivated and performance-focused.
- Manage employee headcount, tracking, and related expenses.
- Ensure effective bench planning and hiring of the right talent to support the sales agenda.
- Collect, consolidate, and analyze data to generate insights and actionable reports.
- Provide comprehensive HR, personnel, and administrative support to the regional sales team.
Primary Roles & Accountabilities
1. Core HR Processes
Ensure seamless execution of all key people processes:
Performance Management
- Drive objective setting aligned with AOP, business, and people priorities (SMART goals).
- Ensure completion of Mid-Year Reviews with meaningful feedback and direction.
- Oversee Annual Appraisals, including quality PDRs, calibration, and pay-for-performance alignment.
- Facilitate Focal Point Discussions ensuring structured feedback and development inputs.
Employee Surveys
- Management Connect Survey: Ensure participation, data accuracy, and drive action planning with managers.
- Organization Health Survey: Ensure effective administration, insights generation, and action tracking.
- PMP Survey: Drive participation and implement corrective actions based on feedback.
People Planning
- Coach managers in building CDAPs and regional people plans.
- Support talent movements aligned with the people planning framework.
- Ensure execution of development plans for employees.
2. Staffing
- Manage end-to-end recruitment for the region across channels (Traditional Trade, Modern Trade, Wholesale, Upcountry) up to L05 (Sales Trainee to Area Sales Manager).
- Own manpower planning, sourcing, onboarding, and induction processes (supporting L6+ hiring).
- Drive Internal Job Postings (L01–L05 levels).
- Maintain headcount as per AOP with monthly tracking.
- Minimize man-day loss through timely hiring and replacements.
- Promote diversity by hiring talent from varied backgrounds.
- Ensure structured exit interviews and feedback integration into HR processes.
3. Employee Engagement & Culture Building
- Act as an employee champion by maintaining strong frontline connect and resolving issues promptly.
- Lead Rewards & Recognition initiatives (ROH, AM of the Month, CE of the Month, Family Day, contests).
- Partner with RMs to nominate high-performing employees for recognition programs.
- Drive regional engagement initiatives ensuring high participation.
- Establish effective two-way communication channels with frontline teams.
- Ensure awareness and communication of HR processes and strengthen employer branding.
- Promote organizational values and Code of Conduct, acting as a role model.
4. Capability Building
- Drive capability-building initiatives in partnership with RM and BU HR.
- Ensure development planning aligned with performance management and people planning (70:20:10 model).
- Support performance improvement plans for identified employees.
- Lead change management initiatives and continuous improvement in the sales function.
- Facilitate training programs and evaluate effectiveness against business outcomes.
5. Administration & MIS
- Generate and maintain HR reports, analytics, and dashboards (including Win Battles reports).
- Ensure timely submission of reports to HO and drive action plans.
- Provide timely HR administrative support to employees.
- Manage third-party resources (TDO, SPO, Admin) including T&E, salary, imprest, and grievance handling.
Skills / Attributes / Experience
- Strong ability to prioritize, anticipate, and multitask effectively.
- Excellent interpersonal and stakeholder management skills.
- Strong communication and influencing capability without formal authority.
- Good understanding of sales operations and business drivers.
- Sound knowledge of HR processes and best practices.
- Strong process orientation with focus on governance and compliance.
- High ownership, execution focus, and value-driven mindset.
- High learning agility and strong customer orientation.
