Sales HRBP

Key Accountabilities

Strategic HR Business Partnering

• Partner with Business Heads of Lighting, Solar Rooftop, and Wires businesses to align people strategy with business objectives.
• Participate in business planning and provide HR insights on workforce capability ,productivity, and organizational effectiveness.
• Drive organization design, span of control optimization, and manpower planning.
• Support business transformation, expansion, and growth initiatives.
• Build a high-performance culture focused on accountability, productivity, and execution excellence.

Workforce Planning

• Develop annual manpower plans in alignment with business growth objectives.
• Drive recruitment for leadership, sales, technical, and support functions.
• Ensure timely hiring and onboarding of frontline sales employees.
• Minimize vacancy-related productivity losses through proactive workforce planning.
• Govern manpower productivity and cost optimization across businesses.

Sales Force Effectiveness & FOS Productivity Governance

• Lead governance of Field Operating Structure (FOS) productivity across Lighting, Solar Rooftop, and Wires businesses.
• Establish and monitor productivity norms for field sales teams across territories and channels.
• Drive productivity reviews with business leaders on a monthly and quarterly basis.

Key Metrics Monitored:

• Sales per head
• Revenue productivity
• Territory productivity
• Vacancy productivity impact

Governance Responsibilities

• Publish and review productivity dashboards across regions.
• Conduct manpower effectiveness reviews.
• Recommend territory restructuring and FOS optimization initiatives.
• Drive corrective actions for low-productivity territories and teams.
• Ensure alignment between headcount investments and business output.

TSM & ASM Productivity Adherence

• Monitor Territory Sales Manager (TSM) and Area Sales Manager (ASM) productivity across all three businesses.
• Ensure adherence to productivity benchmarks and operating rhythm.

Leadership Interventions

• Identify underperforming territories and managers through productivity analytics.
• Support Regional Sales Managers in coaching and capability development initiatives.
• Recommend performance improvement plans where required.
• Drive accountability through structured review frameworks.

Performance Management

• Drive goal setting and performance management processes for all employees.
• Ensure KPI alignment with business priorities and productivity expectations.
• Facilitate talent calibration and succession discussions.
• Monitor performance trends and implement corrective interventions.
• Drive merit-based performance differentiation and rewards.

Talent Management & Succession Planning

• Identify high-potential employees and create development plans.
• Build succession pipelines for critical sales, technical, and leadership positions.
• Facilitate career progression and internal mobility initiatives.
• Partner with leaders to develop future-ready talent pools.

Capability Building & Learning

• Identify capability gaps across sales and support functions.
• Develop capability-building programs for all employees

Employee Engagement & Culture

• Lead employee listening initiatives and action planning.
• Improve retention of critical sales and technical talent.

HR Analytics & Business Reviews

• Develop actionable people dashboards and business productivity reports.

Employee Relations

• Ensure adherence to company policies and statutory requirements.
• Manage disciplinary cases and employee grievances.

Candidate Profile

Education

• MBA / PGDM in Human Resources is preferred

Experience

• 6-8 years of experience with minimum 3-5 years as Business HR
• Strong exposure to sales HR partnering in Lighting, Electricals, Wires & Cables, Solar, Building Materials, FMCG, Consumer Durables, or Industrial Products sectors.

Experience handling large field sales structures across multiple geographies