Manager - Human Resources (Sales HR)

The HR Business Partner will be responsible for managing the entire employee life cycle in the designated region. This includes, but is not limited to, effective management of manpower planning, talent acquisition using technology platform, onboarding, induction, engagement, HR operations, and sales HR policies to ensure positive employee morale and retention. The role involves identifying and attracting potential candidates through various channels, ensuring proper selection, and creating a talent pipeline across locations as per the agreed source mix. Incumbent is responsible for hiring the right talent for sales like DD/ Defense channel

The incumbent will work closely with the regional sales team to provide support in driving performance, managing grievances, addressing underperformance, and fostering a positive work environment in the hubs. Regular engagement with the sales team is essential to retain employees and understand the reasons for employee departures to address underlying issues. Building strong industry network is critical to the role. Additionally, the role requires ensuring a diverse and effective workforce by sourcing candidates from various backgrounds and ensuring company policies are followed and grievances are handled fairly.

Key Responsibilities:

Talent Acquisition:

• Develop and implement effective recruitment strategies to attract qualified candidates.
• Creating pipelines for all the open positions including anticipated exit
• Post job openings on various job boards, social media platforms, and other relevant channels.
• Screen resumes and job applications to identify suitable candidates.
• Conduct initial phone or video interviews to evaluate candidates' knowledge, skills, and experience.
• Coordinate with hiring managers to understand specific job requirements and role expectations.
• Organize and facilitate in-person interviews with shortlisted candidates.
• Follow-ups with hiring managers/ZBHs for evaluating candidates on Talview thereby sharing their inputs
• Prepare job offer letters and negotiate salary and benefits with chosen candidates.
• Manage employee referral programs.
• Track and report key metrics designed to measure and predict staffing activity.
• Stay abreast of recruiting trends and best practices.
• Responsible for upkeep of HR compliance for the region and ensure to meet audit requirements are updated regularly
• Have to closely work by supporting end to end for non sales function hiring , engagement, retention.
• Facilitating incoordination with Risk team on any local investigations
• Following up and ensuring closure action of DRG decision.
• Ensuring the IJP/FJP of the zone including the assessment being conducted fairly
• Supporting team with OG/DO hiring issues/gaps

Employee Engagement:

• Create and implement initiatives that foster a positive work environment, such as team-building activities, recognition programs, and wellness initiatives.
• Establish channels for regular feedback through one-on-one meetings, to understand employee needs and concerns.
• Provide opportunities for professional growth through reiteration of promotion policies, career progression, etc.

Controlling Attrition:

• Conduct thorough exit interviews to understand the reasons behind employee departures and identify areas for improvement including focus on early attrition.
• Implement strategies to retain talent, such as competitive compensation packages, career advancement opportunities, and employee engagement initiatives.
• Ensure new hires are integrated smoothly into the company culture through comprehensive onboarding programs.

HR Processes:

• Communicate clear attendance policies, including work hours, breaks, etc.
• Regularly monitor and address absenteeism issues to minimize disruptions and maintain productivity.
• Generate attendance reports and analyze data to identify patterns and address attendance-related issues.
• Communicate leave policies, including annual leaves, sick leave, and other types of leave.
• Track and manage probation periods for new hires, providing regular feedback and evaluations
• Conduct performance reviews and assessments to determine if employees meet the criteria for confirmation
• Prepare and issue confirmation letters to employees who successfully complete their probation period
• Provide constructive feedback and development plans for employees who need improvement before confirmation

Vendor Management:

• Identify and select reputable recruitment consultants and agencies based on their expertise and track record.
• Serve as the primary point of contact between the organization and recruitment consultants.
• Clearly communicate job requirements, company culture, and expectations to recruitment consultants.
• Regularly update consultants on any changes in hiring needs or processes.
• Ensure that recruitment consultants follow the organization's recruitment processes and use the appropriate tools and systems.
• Integrate consultant activities with internal HR processes to maintain a seamless recruitment workflow.