Regional sales HRBP West

Crompton Greaves Consumer Electricals; Mumbai; On-site; INR 1,800,000 - 2,600,000; Full time

Job summary

Crompton Greaves Consumer Electricals is seeking an experienced Strategic HR Business Partner for the Mumbai region. You will align HR initiatives with business goals, guide organizational design and workforce planning, and drive a strong people agenda to support growth and sales effectiveness.

You will lead end-to-end recruitment for sales and support roles, drive talent reviews and succession planning, and manage PMS, engagement, and capability development across dispersed sales teams.

Qualifications

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

Responsibilities

• Collaborate with Regional Sales Heads and business leaders to align HR initiatives with business goals.
• Provide strategic HR guidance on organizational design, workforce planning, and people-related decisions.
• Drive people agenda to support business growth and sales effectiveness.
• Analyse people metrics and provide actionable insights to leadership.
• Partner with hiring managers to understand manpower requirements and drive end-to-end recruitment for sales and support roles.
• Monitor recruitment KPIs including TAT, quality of hire, diversity, and offer-to-joining ratios.
• Drive talent review discussions and identify high-potential employees; develop IDPs.
• Facilitate succession planning for critical roles.
• Drive the performance management cycle across regions with goal setting and reviews.
• Coach managers on performance conversations and calibration processes.
• Identify capability gaps within the sales organization and design training interventions with L&D.
• Drive sales capability enhancement programs and leadership development initiatives.
• Monitor training effectiveness and business impact.
• Act as first point of contact for employee concerns and grievances and ensure fair resolution.
• Foster a positive and inclusive work environment.
• Drive employee engagement initiatives and stay interviews; support culture and values.
• Drive region-specific and organization-wide recognition programs; reward high performers.
• Ensure HR policies, processes, governance, onboarding, transfers, and separations are compliant.
• Track HR metrics and present monthly dashboards to regional leadership.

Skills

Sales HRBP experience

Leadership

HR analytics

People management

Stakeholder management

People metrics

Education

MBA/PGDM HR

Job description

Role & 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

Preferred candidate profile

• 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.