Head - Sales HR

4) Principal Accountabilities

Deliver: Business Partnership, Productivity & Governance

• Drive the enterprise Sales HR strategy across all zones, ensuring uniform processes, governance and business alignment.
• Strengthen early productivity, driving onboarding quality, mapping accuracy (≤10 days) and rapid assimilation.
• Review BWS, KPIs, sales productivity dashboards and provide predictive insights to Sales leadership.
• Ensure scientific goal?setting & KPI calibration in partnership with Sales Productivity teams.
• Partner with leadership on manpower planning, structural alignment and capability requirements for future growth.
• Lead governance for productivity improvement programs across Sales & Branch Operations.

Stay: Employee Experience, Engagement & Retention

• Own the Sales/Branch Ops engagement charter including BWC actions, wellness initiatives, connect frameworks and Zonal councils.
• Institutionalize branch?level connects, ensuring structured visits, insights and action planning.
• Drive retention strategy for critical talent, HiPos, frontline performers & niche capabilities.
• Champion compensation, rewards and recognition interventions in partnership with COEs.
• Ensure grievance management, disciplinary frameworks and people?risk mitigation.

Grow: Talent Development, Succession & Capability Building

• Lead succession planning for Sales & Branch Ops roles; maintain a healthy succession bench (≥60%).
• Partner with Sales Training to co?create functional capability programs, competency frameworks and assessments.
• Strengthen managerial effectiveness through coaching, assessments and development journeys.
• Govern early?career programs (MT/GET pipelines) ensuring high success and productivity outcomes.

Talent Acquisition & Workforce Planning

• Achieve ≥95% manning in Sales & Branch Ops through strong TA governance and forecasting.
• Run structured talent forecasting for T8 markets and strategic growth locations.
• Ensure hiring quality reviews, manpower budget adherence and critical role readiness planning.
• Govern campus hiring, ensuring consistent engagement and brand positioning.

Performance Management & Total Rewards

• Lead the full performance cycle — mid-year, annual, moderation — for Sales & Branch Ops.
• Ensure fairness, transparency and documentation for performance cases, including low performers.
• Partner with COEs on compensation, role leveling, promotions and special pay actions.
• Equip managers with coaching, feedback and documentation capability.

Culture building, Compliance & Change Management

• Ensure HR governance, audit readiness and policy interpretation across all zones.
• Oversee ER cases objectively with strong documentation and risk mitigation.
• Act as HR lead during restructuring, productivity redesign, market realignments or leadership transitions.
• Drive and safeguard a culture of integrity, fairness, productivity and firm?first mindset across Sales teams

Team Management 

• Develop and empower team members to strengthen stakeholder engagement, enhance HR service delivery, and consistently achieve high performance standards.
• Foster proactive, transparent communication within the team and with key internal stakeholders to ensure HR and business goals are clearly understood, cascaded, and effectively executed.
• Build and nurture strong cross?functional relationships to enable seamless coordination, alignment, and collaborative problem?solving in support of business priorities.
• Drive ongoing capability building through knowledge sharing, structured training, and developmental interventions to equip the team with the skills, insights, and expertise required to deliver best?in?class support to the business.