Vegrow - HR Business Partner - Sales Domain - Agri

ABOUT VEGROW:

Vegrow focuses on matchmaking across demand and supply for fruits, aggregating multiple channels (wholesalers/semi-wholesalers, modern trade, and general trade) in 100 cities on the demand side and 30,000+ farmers on the supply side. Through its unique community advisory approach, Vegrow digitally engages with farmers across 400+ production pockets and helps them align with market expectations and get better yield,thereby higher income. It processes more than 400 tons of fruits daily. The company has grown significantly in the last 12 months with industry leading gross margins of ~20%.

The growth has been unlocked on the back of its deep tech and data stack across the value chain. It has built capabilities to harness farmer chatter, estimate farmland produce and measure demand across Tier-I, Tier-II and Tier-III markets.

Vegrow founders are extremely passionate about Agri-domain and come from a very strong pedigree of IITs and have a rich corporate and start-up experience along with domain expertise owing to their stint in ITC, Urban Company, AgroStar and Chronus. It is a fast-growing company and has scaled to over 450-member young and passionate team with a very strong leadership who are ex-entrepreneurs with a blend of Agri & non-Agri expertise coming from successful organizations viz. Godrej, Reliance, ITC, Microsoft etc.

The company has raised US$46M in its Series C primary and secondary funding in January 2024. This new funding round has been led by GIC, Singapore's sovereign wealth fund, with significant participation from existing investor Prosus Ventures and continued support from Matrix Partners India, Elevation Capital, and Lightspeed.

HR Business Partner - Sales / Agri

Role Objective

Act as a strategic partner to business leaders to drive productivity, cost efficiency, and a high-performance culture, while ensuring strong execution across the employee lifecycle for frontline/sales teams.

Key Responsibilities

1. Strategic Workforce Planning & Deployment

- Partner with Business Heads to translate business goals into manpower strategy, headcount planning, and deployment models

- Drive optimal workforce utilization through productivity benchmarks (output per employee, cost per hire, etc.)

- Build and track talent pipelines for critical and high-churn roles to ensure continuity of operations

- Identify opportunities to improve spans, layers, and workforce mix for a lean structure

2. Talent Acquisition & Onboarding Effectiveness

- Co-own hiring outcomes with TA to ensure quality, speed, and cost efficiency of hiring

- Drive fitment-focused hiring for frontline roles to reduce early attrition

- Ensure onboarding is structured to enable faster time-to-productivity

- Continuously analyze early attrition trends and hiring funnel metrics to refine sourcing and selection

3. Performance & Productivity Enablement

- Implement and drive adoption of OKRs/KPIs aligned to business outcomes

- Partner with managers to drive performance reviews, calibration, and feedback quality

- Enable a performance-driven culture through:

a. Productivity tracking frameworks

b. Incentive design aligned to output and business goals

- Identify and address underperformance via structured PIPs and capability interventions

4. Employee Relations & Risk Management

- Act as the first line of support for employee concerns, conflict resolution, and grievance handling

- Ensure consistent policy interpretation and application across locations

- Proactively identify people risks (attrition hotspots, engagement gaps, compliance risks) and mitigate them

- Maintain discipline and adherence to code of conduct and organizational values

5. Rewards, Engagement & Retention

- Support business in compensation planning and benchmarking for key roles

- Execute targeted R&R and incentive programs to drive motivation and retention

- Drive engagement initiatives for frontline workforce with measurable impact on retention/productivity

- Ensure seamless payroll and benefits administration with high accuracy

6. HR Operations Excellence & Compliance

- Ensure 100% compliance with labor laws and statutory requirements, especially across distributed locations

- Maintain robust HR documentation, audits, and governance practices

- Drive adherence to HR processes across the employee lifecycle (hire to exit)

- Partner with business to ensure credit discipline and compliance where relevant to operations

7. Change Management & HR Process Optimization

- Drive adoption of HR tech and automation tools to improve efficiency and employee experience

- Enable managers and employees to leverage self-service tools and data dashboards

- Track and improve HR effectiveness metrics (TATs, productivity, attrition, cost ratios)

- Act as a change enabler to support org-wide transformations (structure, incentives, performance models)

Skills & Competencies

- Strong ability to influence and partner with business leaders (not just support)

- Deep understanding of frontline/sales workforce dynamics and productivity drivers

- High ownership with execution rigor and bias for action

- Strong analytical thinking with ability to derive insights from data

- Ability to operate effectively in fast-paced, ambiguous environments

- Strong problem-solving and conflict resolution capability

- Excellent communication and stakeholder management skills

Experience & Qualifications

- MBA in HR or related field

- 5+ years of experience in HRBP / HR roles

- Minimum 2 years in startup / high-growth environments (E-commerce, Quick Commerce, Retail , FMCG, Agri ,Logistics preferred)

- Strong knowledge MS Office ; Google Sheets and exposure in AI tools

- Proven experience managing end-to-end HR lifecycle for frontline workforce

- Willingness to travel to remote locations

Other Requirements

- This is a Work From Office role

Language proficiency:

a. Marathi / Kannada (preferred)

b. Hindi

c. English