Regional HR Manager - Delhi

Aditya Birla Group; Delhi; Sur place; INR 1 800 000 - 2 600 000; Plein temps

Résumé du poste

PeopleStrong is seeking an experienced HR Business Partner to work with Sales leadership in Delhi, translating business challenges into strategic HR interventions and shaping people strategy for growth and retention.

The role covers talent acquisition, performance management, capability building, employee engagement, and HR analytics across frontline sales teams, while addressing attrition and workforce planning needs in a fast-scaling sales organization.

Qualifications

• Experience in business partnering and strategic HR delivery.
• Ability to translate business challenges into HR interventions.
• Experience in attrition management and workforce planning.

Responsabilités

• Partner with Sales Leaders to understand business priorities, productivity challenges, and manpower requirements.
• Translate business challenges into actionable HR interventions.
• Drive people strategy aligned to sales growth, productivity, and retention objectives.
• Participate in business reviews and provide HR insights through data analytics.
• Act as a trusted advisor to leadership on organization effectiveness and people decisions.
• Analyze attrition trends and identify root causes across cohorts, geographies, and tenure bands.
• Design and execute retention interventions for critical populations.
• Conduct proactive connects and stay interviews with frontline employees.
• Work with managers to improve engagement and reduce regrettable attrition.
• Drive performance governance across sales teams; monitor productivity metrics.
• Support managers in identifying low-performance patterns and creating improvement plans.
• Enable performance culture through reviews, coaching, and accountability.
• Partner with Talent Acquisition to ensure quality hiring and manpower fulfillment.
• Participate in critical hiring decisions for frontline and managerial sales roles.
• Assess candidate fit for resilience, sales orientation, and cultural alignment.
• Ensure manpower optimization and deployment efficiency.
• Identify capability gaps across frontline sales employees and managers.
• Work with Learning & Development to drive interventions on sales capability, leadership, communication, and managerial effectiveness.
• Support succession planning and internal talent movement.
• Facilitate assessment and development initiatives for frontline-to-manager transitions.
• Handle employee grievances, disciplinary matters, and sensitive people issues.
• Ensure adherence to policies and compliance requirements.
• Support ethical decision-making and fair people practices.
• Drive culture and engagement initiatives across the sales population.
• Track HR metrics including attrition, hiring, productivity, engagement, and internal movement.
• Prepare dashboards and insights for leadership reviews; use data to influence HR prioritization.
• Engage with employees through regular branch visits to cascade communications and resolve concerns.
• Design and deploy events to promote integration and interaction; manage engagement calendar.
• Coordinate and resolve employee queries with HR Operations/ Payroll teams.
• Liaison with HR Helpdesk to provide resolutions on operational queries.

Connaissances

HR Business Partnering

Negotiation Skills

Compensation & Benefits

Formation

MBA

Description du poste

DEPARTMENT-3 Human Resource

Country India

Worksite Delhi - ZO

Function Human Resources

Skills

Skill

HR Business Partnering Negotiation Skills Compensation & Benefits

MBA

CERTIFICATION

Job Description

Key Responsibilities

1. Business Partnership & Strategic HR

• Partner with Sales Leaders to understand business priorities, productivity challenges, and manpower requirements.
• Translate business challenges into actionable HR interventions.
• Drive people strategy aligned to sales growth, productivity, and retention objectives.
• Participate in business reviews and provide HR insights through data analytics.
• Act as a trusted advisor to leadership on organization effectiveness and people decisions.

2. Attrition Management & Workforce Stability

• Analyze attrition trends across cohorts, managers, geographies, tenure bands, and hiring sources.
• Identify root causes related to skill, will, support, leadership quality, or hiring quality.
• Design and execute retention interventions for critical populations.
• Conduct proactive connects and stay interviews with frontline employees.
• Work with managers to improve engagement and reduce regrettable attrition.

3. Performance Management & Productivity

• Drive performance governance across sales teams.
• Monitor productivity metrics such as activation, conversion, gross sales, quality business, and manager effectiveness.
• Support managers in identifying low-performance patterns and creating improvement plans.
• Enable performance culture through reviews, coaching frameworks, and accountability mechanisms.

4. Talent Acquisition & Manpower Planning

• Partner with Talent Acquisition teams to ensure quality hiring and manpower fulfillment.
• Participate in critical hiring decisions for frontline and managerial sales roles.
• Assess candidate fit for resilience, sales orientation, and cultural alignment.
• Ensure manpower optimization and deployment efficiency.

5. Capability Building & Leadership Development

• Identify capability gaps across frontline sales employees and managers.
• Work with Learning & Development teams to drive interventions on sales capability, leadership, communication, and managerial effectiveness.
• Support succession planning and internal talent movement.
• Facilitate assessment and development initiatives for frontline-to-manager transitions.

6. Employee Relations & Governance

• Handle employee grievances, disciplinary matters, and sensitive people issues.
• Ensure adherence to organizational policies and compliance requirements.
• Support ethical decision-making and fair people practices.
• Drive culture and engagement initiatives across the sales population.

7. Data Analytics & HR MIS

• Track and analyze HR metrics including:
• Attrition
• Hiring
• Productivity
• Engagement
• Internal movement
• Diversity metrics
• Prepare dashboards and insights for leadership reviews.
• Use data to influence business decisions and HR prioritization.

8. Employee Engagement

• Engaging with employees through regular branch visit to cascade key communiqués, identify concerns which employees face & provide timely resolution.
• Design & Deploy suitable events to promote integration and interaction among employees.
• Identify & roll out of employee engagement calendar for all employees
• Ensure Communication Forums are held with regular frequency.

Conceptualize and execute initiatives to support Diversity

9.HR Operations & Analytics

• Liaison with HR Helpdesk in providing resolutions on various Operational queries.
• Preparation of Business HR MIS on various HR metrics & creating dashboards
• Enhancing HR effectiveness by Planning and implementing process improvements.
• Facilitates Exits, Transfers & Operational activities on HRMS.
• Coordinate and resolve employee query with contact points in HR Operations/ Payroll Team.

Key Challenges in the Role

• Managing high attrition in frontline sales roles.
• Influencing business leaders in high-pressure target environments.
• Balancing employee advocacy with business expectations.
• Handling geographically dispersed teams.
• Improving manager quality and people leadership capability.
• Ensuring quality hiring in fast-scaling environments.
• Driving HR impact beyond transactional execution.