VP, Head Talent Acquisition

IndiaMART; Dadri; On-site; INR 3,500,000 - 6,500,000; Full time

Job summary

IndiaMART is seeking a senior HR leader in Uttar Pradesh to drive Business HR, Talent Acquisition and retention across a 70+ branch network. You will partner with business leaders on design, productivity, and critical talent needs, building strong pipelines and robust onboarding for new sales teams.

You will own end-to-end onboarding, induction, 30/60/90-day plans, and ensure smooth integration with corporate training and analytics.

Qualifications

• 12+ years HR experience with focus on Business HR, Talent Acquisition and retention.
• Strong experience supporting a large, distributed field-sales organization.
• Strong stakeholder management, influencing and data-driven decision-making skills.
• Strong commercial orientation and ability to work closely with business leaders.
• Preferred industry background: IT/ITES, Media, Telecom, Hospitality or Service industries.
• Excellent academic record and a degree in HR from a reputed management institute.

Responsibilities

• Translate business plans and growth targets into manpower requirements and hiring plans.
• Partner with business leaders on organization design, manpower productivity and critical talent requirements.
• Build robust talent pipelines for critical and difficult-to-fill positions.
• Own lateral and campus hiring for business functions, including sourcing, selection, offer-to-join and candidate experience.
• Improve hiring quality, speed and productivity; strengthen employee referrals and employer branding.
• Partner with Corporate HR on recruitment technology, process design and analytics.
• Own the end-to-end onboarding journey for new business/sales employees across the 70+ branch-office network.
• Ensure timely completion of corporate induction, business induction, product/process training and role-specific preparation.
• Design and drive structured 30/60/90-day onboarding and hand-holding journeys.
• Ensure each new joiner has clear expectations, a manager/buddy support mechanism and regular early-life reviews.
• Identify and eliminate points of friction that contribute to early-life attrition.
• Define the capability and productivity milestones for first 30, 60 and 90 days.
• Partner with Sales Leadership and Corporate L&D for product and sales/process training.
• Track time-to-productivity and intervene early where progress is slow.
• Own retention of critical and high-performing business talent.
• Identify attrition risks and drive targeted interventions with business leaders.
• Track regrettable attrition and its underlying causes by branch, manager, hiring source and cohort.
• Drive engagement initiatives that directly support retention and productivity.
• Identify high-potential talent and collaborate on career paths, succession and talent reviews.
• Support effective performance and development conversations within business teams.
• Act as the primary HR partner to the CBO and Business Leadership Team.
• Provide people insights and recommendations for business decisions.

Skills

12+ years HR experience

Business HR

Talent Acquisition

Retention

Education

HR degree

Job description

Role & responsibilities

A. Business Manpower Planning & Resourcing

• Translate business plans and growth targets into manpower requirements and hiring plans.
• Partner with business leaders on organization design, manpower productivity and critical talent requirements.
• Build robust talent pipelines for critical and difficult-to-fill positions.

B. Talent Acquisition

• Own lateral and campus hiring for business functions, including sourcing, selection, offer-to-join and candidate experience.
• Improve hiring quality, speed and productivity; strengthen employee referrals, talent networks and employer branding.
• Partner with Corporate HR on recruitment technology, process design and analytics.

C. Onboarding, Induction & Early-Life Success

• Own the end-to-end onboarding journey for new business / sales employees across the 70+ branch-office network.
• Ensure timely completion of corporate induction, business induction, product/process training and role-specific preparation.
• Design and drive structured 30/60/90-day onboarding and hand-holding journeys.
• Ensure each new joiner has clear expectations, a manager/buddy support mechanism and regular early-life reviews.
• Identify and eliminate points of friction that contribute to early-life attrition.

D. Capability & Productivity Ramp-Up

• Define the capability and productivity milestones expected during the first 30, 60 and 90 days.
• Partner with Sales Leadership and Corporate L&D to ensure effective product training, sales/process training and on-the-job learning.
• Track time-to-productivity and intervene early where new joiners are not progressing as expected.

E. Retention & Employee Engagement

• Own retention of critical and high-performing business talent.
• Identify attrition risks and drive targeted interventions with business leaders.
• Track regrettable attrition and its underlying causes by branch, manager, hiring source and cohort.
• Drive engagement initiatives that directly support retention and productivity.

F. Talent Management & Career Progression

• Identify high-potential and critical talent within business functions.
• Partner with business leaders on career paths, succession and talent reviews.
• Support effective performance and development conversations within business teams.

G. Business HR Partnership

• Act as the primary HR partner to the CBO and Business Leadership Team.
• Provide people insights and recommendations for business decisions.
• Anticipate organizational and talent risks arising from growth, restructuring or changes in business priorities.

Preferred candidate profile

• 12+ years of HR experience with significant experience in Business HR, Talent Acquisition and retention.
• Strong experience supporting a large, distributed business / field-sales organization is highly desirable.
• Strong commercial orientation and ability to work closely with business leaders.
• Strong stakeholder management, influencing and data-driven decision-making skills.
• Preferred industry background: IT/ITES, Media, Telecom, Hospitality or Service industries.
• Excellent academic record and a degree in HR from a reputed management institute.