Regional HR Manager - Delhi

Key Responsibilities
• Business Partnership & Strategic HR
• Partner with Sales Leaders to understand business priorities, productivity challenges, and manpower requirements.
• Translate business challenges into actionable HR interventions.
• Drive people strategy aligned to sales growth, productivity, and retention objectives.
• Participate in business reviews and provide HR insights through data analytics.
• Act as a trusted advisor to leadership on organization effectiveness and people decisions.
• Attrition Management & Workforce Stability
• Analyze attrition trends across cohorts, managers, geographies, tenure bands, and hiring sources.
• Identify root causes related to skill, will, support, leadership quality, or hiring quality.
• Design and execute retention interventions for critical populations.
• Conduct proactive connects and stay interviews with frontline employees.
• Work with managers to improve engagement and reduce regrettable attrition.
• Performance Management & Productivity
• Drive performance governance across sales teams.
• Monitor productivity metrics such as activation, conversion, gross sales, quality business, and manager effectiveness.
• Support managers in identifying low-performance patterns and creating improvement plans.
• Enable performance culture through reviews, coaching frameworks, and accountability mechanisms.
• Talent Acquisition & Manpower Planning
• Partner with Talent Acquisition teams to ensure quality hiring and manpower fulfillment.
• Participate in critical hiring decisions for frontline and managerial sales roles.
• Assess candidate fit for resilience, sales orientation, and cultural alignment.
• Ensure manpower optimization and deployment efficiency.
• Capability Building & Leadership Development
• Identify capability gaps across frontline sales employees and managers.
• Work with Learning & Development teams to drive interventions on sales capability, leadership, communication, and managerial effectiveness.
• Support succession planning and internal talent movement.
• Facilitate assessment and development initiatives for frontline-to-manager transitions.
• Employee Relations & Governance
• Handle employee grievances, disciplinary matters, and sensitive people issues.
• Ensure adherence to organizational policies and compliance requirements.
• Support ethical decision-making and fair people practices.
• Drive culture and engagement initiatives across the sales population.
• Data Analytics & HR MIS
• Track and analyze HR metrics including:
• Attrition
• Hiring
• Productivity
• Engagement
• Span management
• Internal movement
• Diversity metrics
• Prepare dashboards and insights for leadership reviews.
• Use data to influence business decisions and HR prioritization.
• Employee Engagement
• Engaging with employees through regular branch visit to cascade key communiqués, identify concerns which employees face & provide timely resolution.
• Design & Deploy suitable events to promote integration and interaction among employees.
• Identify & roll out of employee engagement calendar for all employees
• Ensure Communication Forums are held with regular frequency.

Conceptualize and execute initiatives to support Diversity
• HR Operations & Analytics
• Liaison with HR Helpdesk in providing resolutions on various Operational queries.
• Preparation of Business HR MIS on various HR metrics & creating dashboards
• Enhancing HR effectiveness by Planning and implementing process improvements.
• Facilitates Exits, Transfers & Operational activities on HRMS.
• Coordinate and resolve employee query with contact points in HR Operations/ Payroll Team.

Key Challenges in the Role
• Managing high attrition in frontline sales roles.
• Influencing business leaders in high-pressure target environments.
• Balancing employee advocacy with business expectations.
• Handling geographically dispersed teams.
• Improving manager quality and people leadership capability.
• Ensuring quality hiring in fast-scaling environments.
• Driving HR impact beyond transactional execution.