Regional Human Resources Manager

Crompton Greaves Consumer Electricals Limited; Mumbai; On-site; INR 2,600,000 - 5,200,000; Full time

Job summary

Crompton Greaves Consumer Electricals Limited is seeking a Regional HR Business Partner (Sales) to partner with regional sales leadership across Maharashtra, MP, CG, Gujarat and Goa. You will drive talent acquisition, management, performance, engagement, and governance to enable business growth.

The role requires 12-16 years of HR experience with Sales HRBP exposure, and a strong focus on end-to-end HR lifecycle, capability building, and governance across multiple states.

Qualifications

• MBA/PGDM in Human Resources from a reputed institute.
• 12-16 years of HR experience with significant exposure to Sales HRBP roles.
• Experience managing geographically dispersed sales teams.
• Strong understanding of Talent Acquisition, Talent Management, PMS, Employee Relations, Employee Engagement, and R&R.

Responsibilities

• Strategic HR partnering with Regional Sales Heads and leaders to align HR initiatives with business goals.
• Lead end-to-end recruitment for sales and support roles across regions.
• Drive talent reviews, IDPs, succession planning, and retention strategies.
• Oversee PMS cycle, goal setting, reviews, and calibration processes.
• Develop and deploy learning interventions with L&D to enhance sales capability.
• Manage employee relations, grievances, and compliance with policies and labor laws.

Skills

Strategic HRBP

Stakeholder Mgmt

Data Analytics

Coaching & Consulting

Education

MBA/PGDM in HR

Tools

HRIS

Job description

Job Description: Regional HR Business Partner (Sales)

Function: Human Resources

Regions Covered: Maharashtra, Madhya Pradesh, Chhattisgarh, Gujarat & Goa

Position Purpose

The Regional HR Business Partner (Sales) will act as a strategic HR partner for the Sales organization across Maharashtra, MP, CG, Gujarat and Goa. The role will be responsible for driving the entire employee lifecycle, including talent acquisition, talent management, performance management, employee engagement, grievance handling, rewards & recognition, capability building, succession planning, and HR governance to support business objectives and enhance organizational effectiveness.

Key Responsibilities

1. Strategic HR Business Partnering

• Collaborate closely with Regional Sales Heads and business leaders to align HR initiatives with business goals.
• Provide strategic HR guidance on organizational design, workforce planning, productivity improvement, and people-related decisions.
• Drive people agenda to support business growth and sales effectiveness.
• Analyse people metrics and provide actionable insights to leadership.

2. Talent Acquisition

• Partner with hiring managers to understand manpower requirements and workforce plans.
• Drive end-to-end recruitment for sales and support roles across assigned regions.
• Ensure quality hiring within agreed timelines and budget.
• Monitor recruitment KPIs including TAT, quality of hire, diversity, and offer-to-joining ratios.
• Build talent pipelines for critical and niche sales positions.

3. Talent Management & Succession Planning

• Drive talent review discussions and identify high-potential employees.
• Partner with business leaders on Individual Development Plans (IDPs).
• Facilitate succession planning for critical roles.
• Monitor retention of key talent and recommend interventions.

4. Performance Management System (PMS)

• Drive the performance management cycle across assigned regions.
• Ensure goal setting, mid-year reviews, and annual performance evaluations are completed effectively.
• Coach managers on performance conversations and calibration processes.
• Track performance outcomes and ensure transparency and fairness.

5. Learning & Capability Development

• Identify capability gaps within the sales organization.
• Partner with L&D team to design and deploy relevant training interventions.
• Drive sales capability enhancement programs and leadership development initiatives.
• Monitor training effectiveness and business impact.

6. Employee Relations & Grievance Management

• Act as the first point of contact for employee concerns and grievances.
• Handle disciplinary matters and conduct investigations as required.
• Ensure timely and fair resolution of employee issues.
• Foster a positive and inclusive work environment.

7. Employee Engagement & Culture

• Drive employee engagement initiatives across regions.
• Conduct periodic employee connect sessions and stay interviews.
• Support implementation of organizational culture and values.
• Monitor engagement feedback and recommend action plans.

8. Rewards & Recognition (R&R)

• Drive region-specific and organization-wide recognition programs.
• Partner with business leaders to identify and reward high performers.
• Ensure timely implementation of incentive and recognition initiatives.
• Promote a culture of appreciation and performance excellence.

9. HR Operations & Compliance

• Ensure adherence to HR policies, processes, and governance standards.
• Support employee lifecycle activities including onboarding, confirmations, transfers, and separations.
• Maintain compliance with applicable labour laws and company policies.
• Ensure HR data accuracy and timely reporting.

10. Analytics & Reporting

• Track key HR metrics including attrition, recruitment, productivity, engagement, and performance.
• Present monthly people dashboards to regional leadership.
• Recommend interventions based on trend analysis.

Key Stakeholders

Internal

• Business Unit Leadership
• Talent Acquisition Team
• Learning & Development Team
• Compensation & Benefits Team
• HR Operations Team

External

• Recruitment Partners
• Training Partners

Qualifications

• MBA/PGDM in Human Resources from a reputed institute.
• 12-16 years of HR experience with significant exposure to Sales HRBP roles.
• Experience managing geographically dispersed sales teams.
• Strong understanding of Talent Acquisition, Talent Management, PMS, Employee Relations, Employee Engagement, and R&R.

Desired Competencies

• Strategic Business Partnering
• Stakeholder Management
• Data Analytics & Problem Solving
• Talent Assessment
• Change Management
• Coaching & Consulting
• Strong Communication Skills

Success Measures

• Achievement of recruitment SLAs and quality hiring metrics
• Reduction in attrition and improvement in retention of key talent
• Timely completion of PMS and talent review processes
• Improved employee engagement scores
• Effective grievance resolution
• Strong succession pipeline for critical sales roles
• Positive business feedback on HR partnership

Ideal Profile:

A proactive HR professional with strong sales HRBP experience who can effectively partner with business leaders, drive talent outcomes, and ensure a high-performing, engaged sales workforce across multiple states.