Deputy Manager - Sales HR

Act as a strategic HR partner to the sales team by fostering a strong, values\-driven culture and ensuring effective execution of core HR processes. Drive capability building, employee engagement, and communication to create a high\-performance work environment. Manage headcount, expenses, and bench planning while ensuring timely hiring of the right talent to support business goals. Leverage data analysis and reporting to enable informed decision\-making, and provide end\-to\-end HR, personnel, and administrative support to the regional sales team.

• *Job Title / Designation:** Business Partner HR (Sales)

• *Department:** Human Resources

• *Functional Reporting to:** General Manager – HR

• *Administrative Reporting to:** Head of Sales

• *Location:** Multiple

• *Job Purpose**

• Build strong connect with the sales team to effectively partner in fostering a values\-driven culture.
• Drive core HR processes efficiently to create a positive and high\-performance work environment.
• Ensure capability building of the sales team aligned with development needs and organizational priorities.
• Strengthen communication and engagement to keep teams motivated and performance\-focused.
• Manage employee headcount, tracking, and related expenses.
• Ensure effective bench planning and hiring of the right talent to support the sales agenda.
• Collect, consolidate, and analyze data to generate insights and actionable reports.
• Provide comprehensive HR, personnel, and administrative support to the regional sales team.

• *Primary Roles \& Accountabilities**

• *1\. Core HR Processes**

Ensure seamless execution of all key people processes

• *Performance Management**

• Drive objective setting aligned with AOP, business, and people priorities (SMART goals).
• Ensure completion of Mid\-Year Reviews with meaningful feedback and direction.
• Oversee Annual Appraisals, including quality PDRs, calibration, and pay\-for\-performance alignment.
• Facilitate Focal Point Discussions ensuring structured feedback and development inputs.

• *Employee Surveys**

• **Management Connect Survey:** Ensure participation, data accuracy, and drive action planning with managers.
• **Organization Health Survey:** Ensure effective administration, insights generation, and action tracking.
• **PMP Survey:** Drive participation and implement corrective actions based on feedback.

• *People Planning**

• Coach managers in building CDAPs and regional people plans.
• Support talent movements aligned with the people planning framework.
• Ensure execution of development plans for employees.

• *2\. Staffing**

• Manage end\-to\-end recruitment for the region across channels (Traditional Trade, Modern Trade, Wholesale, Upcountry) up to L05 (Sales Trainee to Area Sales Manager).
• Own manpower planning, sourcing, onboarding, and induction processes (supporting L6\+ hiring).
• Drive Internal Job Postings (L01–L05 levels).
• Maintain headcount as per AOP with monthly tracking.
• Minimize man\-day loss through timely hiring and replacements.
• Promote diversity by hiring talent from varied backgrounds.
• Ensure structured exit interviews and feedback integration into HR processes.

• *3\. Employee Engagement \& Culture Building**

• Act as an employee champion by maintaining strong frontline connect and resolving issues promptly.
• Lead Rewards \& Recognition initiatives (ROH, AM of the Month, CE of the Month, Family Day, contests).
• Partner with RMs to nominate high\-performing employees for recognition programs.
• Drive regional engagement initiatives ensuring high participation.
• Establish effective two\-way communication channels with frontline teams.
• Ensure awareness and communication of HR processes and strengthen employer branding.
• Promote organizational values and Code of Conduct, acting as a role model.

• *4\. Capability Building**

• Drive capability\-building initiatives in partnership with RM and BU HR.
• Ensure development planning aligned with performance management and people planning (70:20:10 model).
• Support performance improvement plans for identified employees.
• Lead change management initiatives and continuous improvement in the sales function.
• Facilitate training programs and evaluate effectiveness against business outcomes.

• *5\. Administration \& MIS**

• Generate and maintain HR reports, analytics, and dashboards (including Win Battles reports).
• Ensure timely submission of reports to HO and drive action plans.
• Provide timely HR administrative support to employees.
• Manage third\-party resources (TDO, SPO, Admin) including T\&E, salary, imprest, and grievance handling.

• *Skills / Attributes / Experience**

• Strong ability to prioritize, anticipate, and multitask effectively.
• Excellent interpersonal and stakeholder management skills.
• Strong communication and influencing capability without formal authority.
• Good understanding of sales operations and business drivers.
• Sound knowledge of HR processes and best practices.
• Strong process orientation with focus on governance and compliance.
• High ownership, execution focus, and value\-driven mindset.
• High learning agility and strong customer orientation.