Sales HR Business Partner - Food Product Conglomerate

Our client, founded in 1982, has established itself as a huge food products conglomerate, leading the food processing business through its range of products, innovative flavours and fillings, it's internationally certified production facilities, the consistency of its quality, and its unmatched expertise in the industry. It has always stood for unparalleled quality, great taste and world class innovative products, customized for local taste buds. They have a diversified client base across sectors including retail, institutional and QSR clients. They also have an international presence with products exported to Europe, Africa, Middle East, US and Australia.

The company has two strong brands in North India - one is a breads brand that is among the top three brands and has a premium position in the bread market. The other is a biscuit brand that is also among the top three brands in 3 states in North India.

Recently it raised $15 million from PE funds which will be used to expand its distribution network to 120,000 outlets in three years from 40,000 at present, making the firm a Pan-India company.

The Sales HR BPwill assume primary responsibility in providing effective leadership to ensure that the organization has the sales force capability, organizational culture and employee engagement in order to achieve the business goals.

He / She will need to be hands-on and possess the necessary agility and adaptability.

To lead HR business partnering for the sales force

Responsible for the overall formulation and implementation of the various HR policies & frameworks which will help in overall organisational transformation across the following key HR functions

Take the lead in developing HR strategies and planning so as to achieve the strategic and operational objectives of the business

Advise, guide and influence the senior and line management on all HR matters and provide appropriate HR solutions

Speak the language of the business and anticipate the HR implications

Equip the senior and line management with appropriate tools and knowledge to effectively manage their people in line with their people plans e.g. performance management, absence management, career management etc.

Talent Acquisition

Formulate the acquisition strategy & ensure acquisition of relevant and best

To monitor & ensure overall performance of recruitment vertical w.r.t

Internalise talent mobility

People-Centricity and Organizational & Talent Development

Build and grow the Company's culture by aligning policies and procedures with the company's mission and core values, as well as facilitating effective communication within the organization.

Design and execute the overall employee engagement strategies to promote continuous interest and involvement of employees on company initiatives in a compelling and sustainable fashion.

Build two-way communication channels that reinforce employee engagement - establish conversations that cascade the strategy and aligns the workforce and talent across levels quality, costs and timelines translates culture into management practices.

Influence changes and sustain change through HR practices

Identifying the training needs at each level within the organisation and accordingly implement development agenda

Succession planning

Career development

HR operations

Take the lead in providing HR leadership and direction for the full spectrum of HR functions. Responsible for the overall formulation and implementation of the various HR policies in recruitment, compensation & benefits, talent development, performance management, rewards and recognition to support the overall company objectives

Manage the yearly budget within the allocated expense budget

Update current processes and policies

Drive Employee Relations initiatives

Talent Retention

Ensure specific initiatives to retain critical & valued talent across levels

Work closely with the Ops/Sales team in devising incentive strategies

Benchmarking

Talent / Compensation

Best practices across various organization within Industries and other

Performance Management System

Conceptualizing, communicating and nationally deploying the Performance

Incentive planning and implementation across functions

Candidate Profile:

Excellent written and verbal communication and interpersonal skills. Ability to motivate teams to produce quality materials within tight timeframes

Strong inter-personal skills and people skills

Experience of building the organisation through the HR function

Someone who has instituted systems and processes grounds up

Ability to build a strong culture and values within the organisation which will help its sustainable growth

Ability to effectively work with varied stakeholders. (MD, Business heads, Operations, Finance)

Post Graduate qualification in Human Resources / Social Sciences

10 -15 years of work experience, with at least 5 years in leadership role;

Working knowledge of Labour laws will be an advantage

Competencies and soft skills

Execution Excellence

Accept ambitious/ difficult/ challenging goals, identify gaps and seek to overcome them

Motivate the team, win commitment and has the tenacity to steer them to the desired conclusion even in difficult times.

Decide on optimum work approach, maximise use of available technology and other resources for the team and consistently evaluate processes in order to remove bureaucracy and facilitate business expedience.

Empower team members to make responsible decisions, bringing out trust, confidence and the best in them.

Entrepreneurial & Innovative

Develop a growth oriented mind-set in the team.

Encourage innovation and creativity and coach the team to think out of the box with a problem solving mind-set

Focus on imaginative new ideas from a range of sources but ensures consistent compliance to company policies.

Challenge status quo within the team. Set improvement targets to drive productivity.

Environmental Acumen

Promote business partnering mind-set and cross functional work groups on projects.

Engage and strive for win-win solutions with stakeholders to achieve business objectives.

Always placing the company's and customers interests first and understanding the implications when making tactical decisions.

Anticipate the changing dynamics in the market place and diverse customer sets and has both long term and short term plans.

Build an effective team within a function or country by leveraging on their strengths and harnessing their diversity.

Enriching Self and Others

Develop and demonstrate role model behaviours in living out the companys values and inspire others to achieve high standards

Coach team members to stimulate intellectual curiosity and desire to learn.

Select key performance measures to meet organisations goals, set stretch objectives and confront poor performance

Promote understanding and embodiment of company vision, strategy and values.

Strong Leadership and Talent Management skills

Strong Business Partnering skills

Excellent Program Management Skills - the ability to execute a project smoothly by adopting a systematic process covering all phases from inception to completion to post project evaluation.

Ability to foster connectivity and employee engagement