DLF - Senior Manager - Human Resources

Role Summary:

We are seeking a dynamic and strategic HR Business Partner (HRBP) to manage comprehensive HR interventions for our Sales, Marketing, and CRM business units. This pivotal role encompasses the full talent lifecycle, from acquisition and performance management to employee engagement and attrition control. You will be a key partner to leadership, driving a high-performance, target-oriented culture and ensuring that people strategies are meticulously aligned with critical business goals.

Key Responsibilities:

- Talent Acquisition Management: Own and manage the full recruitment lifecycle for all Sales, Marketing, and CRM roles, from initial sourcing to offer rollout, ensuring a seamless and positive candidate experience.

- Pipeline Generation: Build robust talent pipelines through proactive sourcing strategies, leveraging referrals, and extensive industry networking to identify and attract top-tier talent.

- Interview & Coordination: Conduct in-depth interviews, efficiently coordinate with business heads for candidate assessments, and ensure a strong, consistent candidate experience throughout the hiring process.

- Recruitment Efficiency: Track open positions diligently and implement strategies to significantly reduce the time-to-fill for critical and high-priority roles.

- Strategic HR Solutions: Collaborate closely with function heads to thoroughly understand their unique business needs and provide tailored, effective HR solutions and strategic guidance.

- Organizational Development Support: Support organizational structure changes, contribute to workforce planning initiatives, and facilitate role realignments as required to meet evolving business demands.

- Performance Management Leadership: Drive the quarterly and annual performance review cycles across all Sales, Marketing, and CRM teams, ensuring timely completion and impactful outcomes.

- Performance Differentiation: Facilitate productive performance discussions, proactively identify low and high performers, and manage necessary follow-ups, including development plans and recognition.

- Engagement Initiatives: Design, develop, and implement targeted engagement initiatives specifically suited for high-pressure, customer-facing roles, fostering a positive and motivating work environment.

- Attrition Control: Analyze engagement trends and pulse feedback to proactively address morale or cultural issues. Work closely with managers to strategize and execute plans to reduce attrition and retain top performers.

- HR Operations & Administration: Efficiently handle all aspects of employee joinings, exits, transfers, and resolve day-to-day HR issues within the Sales, Marketing, and CRM departments.

- Reporting & Analytics: Maintain accurate headcount and attrition dashboards, providing timely and insightful reports for business reviews and strategic decision-making.

Key Requirements:

- Education: MBA/PGDM in Human Resources from a reputed institute.

- Experience: 8-12 years of progressive HR experience, including significant hands-on experience in talent acquisition and a proven track record in a business partnering role.

- Industry Preference: Prior HR experience within a luxury background, such as FMCG, Hospitality, or Real Estate, is strongly preferred.

Must-Have Skills:

- Recruitment at Scale: Proven ability to recruit effectively and efficiently at scale and at speed for diverse roles.

- Business Acumen: Strong business acumen and a deep understanding of sales, marketing, and customer functions.

- Stakeholder Management: Exceptional stakeholder management and conflict-handling skills, with the ability to influence and build strong relationships across all levels.

- Data-Driven Decision-Making: Strong analytical skills with a proven ability to leverage data for informed decision-making and generate clear, impactful HR reports.

- Communication: Excellent verbal and written communication skills.