Head - HR Business Partner - Sales

Confidential; Gurugram District; On-site; INR 3,000,000 - 4,200,000; Full time

Job summary

Confidential is seeking a Senior HR Business Partner leader to align people strategies with business objectives across functions, including marketing. You will influence senior leaders on workforce planning, capability priorities, performance, employee engagement, and succession planning.

You will oversee HRBP delivery across regions to ensure consistent yet locally nuanced HR service. The role requires 15+ years in HR with at least 5 years in senior HRBP leadership handling multiple units or

Qualifications

• Postgraduate degree in Human Resources Management or related field.
• 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.

Responsibilities

• Act as the primary HR advisor to leadership, aligning people strategies with business objectives across all functions.
• Influence senior leaders on workforce planning, capability priorities, performance management, and employee engagement.
• Oversee HRBP execution across regions to ensure consistent yet locally nuanced HR delivery.
• Partner with TA CoE to align hiring priorities with workforce needs across functions.
• Provide business insights to shape sourcing strategies and hiring timelines.
• Drive performance reviews and talent calibration aligned to sales, marketing, and innovation metrics.
• Drive DEI initiatives and ensure regional alignment with CoE frameworks.

Skills

HR Leadership

Workforce Planning

Performance Mgmt

Employee Engagement

DEI

Change Management

Org Design

HR Analytics

Policy & Compliance

Education

Postgraduate HR Management

Tools

HRIS

Workday

PeopleSoft

Job description

• 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 new 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