The role serves as a strategic partner to the Emerging Markets (B2C) organization, aligning human resources practices with business objectives to drive performance and growth. The role provides HR expertise in areas such as talent management, employee relations, performance management, HR operations, query resolution etc. specifically tailored to the unique needs of the team operating in different countries.

KEY RESPONSIBILITIES:

Strategic Partnership

- Partner with sales leadership to develop and execute HR strategies that support the overall business objectives and growth plans

- Provide proactive HR support and guidance to the sales team, helping to identify and address people-related challenges and opportunities

Talent Management

- Collaborate with sales managers to identify talent needs and implement strategies for talent acquisition, development, and retention

- Support the recruitment process for sales roles, including participating in interviews and developing onboarding programs

- Develop and implement training programs to enhance the skills and performance of the sales team

Employee Relations

- Act as a trusted advisor to sales employees and managers on HR-related issues, providing guidance on policies, procedures, and conflict resolution

- Manage employee relations cases, including investigations, disciplinary actions, and grievances, ensuring compliance with company policies and legal requirements

Performance Management

- Support the performance review process for the sales team, including goal setting, performance feedback, and development planning

- Coach sales managers on effective performance management techniques and provide tools and resources to support employee development

Organizational Development

- Assist in the design and implementation of organizational changes within the sales team to improve efficiency and effectiveness

- Promote a positive and inclusive workplace culture that aligns with the companys values and supports employee engagement and motivation

Data Analysis and Reporting

- Utilize HR metrics and analytics to provide insights and recommendations to sales leadership on workforce trends, turnover, and other key HR indicators

- Prepare and present reports on HR activities and initiatives within the sales organization

HR Operations

- Maintain HRMS data sanctity and ensure all employee life cycle activities are run in a systematic way

Stakeholder Management

- Partner with key internal stakeholders including CHRO, VPHR, Zonal HR, International Business Head, Emerging Markets (B2C) leadership

- Collaborate with external stakeholders such as recruitment agencies, educational institutes, and consulting partners

People and Culture

- Promote and embody the companys values and credo

- Support talent identification and development within the HR and business teams

- Contribute to building a high-performance culture through coaching, feedback, and continuous improvement initiatives

STAKEHOLDER INTERACTION:

Type of Interaction: Internal

Interaction with: CHRO, VPHRs, Zonal HR, International Business Head, Emerging Markets (B2C) leadership, Sales leadership

Nature of Interaction: Provide HR updates and insights, offer strategic inputs, seek resolutions, coordinate on talent and performance matters, influence business decisions, share people analytics, conduct trainings/coaching

Type of Interaction: External

Interaction with: Recruitment Agencies, Educational Institutes, Consulting Partners

Nature of Interaction: Negotiating terms, gathering market/talent information, providing instructions and feedback, resolving queries, closure of assigned tasks, networking

JOB REQUIREMENTS:

Professional Experience and Relevant Skills

- 4 - 6 years total experience with minimum 4 years in an HRBP role

- Exposure to multi-business, multi-location environments (Emerging or International markets/countries preferred)

- Proven experience in managing HR processes in sales-driven / B2C organizations

- Strong expertise in talent management, employee relations, performance management, and HR analytics

- Demonstrated ability to act as a strategic business partner and influence senior leadership

Academic Qualifications & Certifications

- Educational Qualification: MBA / PGDM (Full-Time) in Human Resources from a Tier-1 or Tier-2 Institute

Behavioral Competency (Proficiency Levels from 1 5, with 1 being the lowest and 5 being the highest)

- Integrity & Process Compliance (5)

- Planning & Execution (5)