Role Overview:

The role will act as the primary HR partner to the CBO and Business Leadership Team, owning the end-to-end talent lifecycle across business functions - from manpower planning and hiring to onboarding, productivity, engagement, retention and talent development.

The role will drive people outcomes across a 70+ branch-office network.

Reporting To: Chief Business Officer (CBO)

Experience: 8 - 15 Years

Function: Human Resources

Key Responsibilities:

1. Manpower Planning & Talent Acquisition:

- Translate business growth plans into manpower and hiring requirements.

- Partner with business leaders on organization structure, productivity and critical talent needs.

- Own lateral and campus hiring, including sourcing, selection, offer-to-join and candidate experience.

- Build talent pipelines and strengthen referrals, talent networks and employer branding.

- Drive improvements in hiring quality, speed and productivity.

2. Onboarding & Early-Life Success:

- Own the end-to-end onboarding journey for new business/sales employees across 70+ branches.

- Ensure completion of corporate, business, product/process and role-specific induction.

- Implement structured 30/60/90-day onboarding and hand-holding journeys.

- Ensure clear role expectations, manager/buddy support and regular early-life reviews.

- Identify and address drivers of early-life attrition.

3. Capability & Productivity:

- Define 30/60/90-day capability and productivity milestones.

- Partner with Sales Leadership and L&D on product, sales and process training.

- Track time-to-productivity and drive interventions for employees below expected milestones.

4. Engagement & Retention:

- Drive retention of critical, high-performing and high-potential talent.

- Identify attrition risks and implement targeted interventions with business leaders.

- Analyze regrettable attrition by branch, manager, hiring source and cohort.

- Drive engagement initiatives linked to retention and productivity.

5. Talent Management & Career Development:

- Identify high-potential and critical talent.

- Partner with leaders on talent reviews, career paths and succession planning.

- Support performance, development and internal mobility initiatives.

6. Business HR Partnership:

- Act as the key HR partner to the CBO and Business Leadership Team.

- Provide people insights and recommendations for business decisions.

- Anticipate talent and organizational risks and drive appropriate interventions.

- Partner with Corporate HR/L&D on HR processes, technology, analytics and learning infrastructure.

Ownership Model:

- Business HR: Overall ownership of talent lifecycle, governance, metrics and outcomes.

- Corporate HR/L&D: Learning infrastructure, systems, content and analytics.

- Sales Leadership/Branch Managers: Day-to-day coaching, hand-holding and execution.