HR Business Partner – Growth POD

HR Business Partner – Growth POD

POD Coverage:

• Tele Acquisition Team (200+)

• Ground Activation Team (150+)

• Key Account Management Team (100+)

Core Responsibilities

1. Hiring Coordination & Workforce Planning

a. Partner with team leads to forecast hiring needs (weekly/monthly basis).

b. Maintain and update a live hiring dashboard: team-wise headcount, funnel

progress, joining pipeline, replacement hiring due to attrition.

c. Coordinate with Talent Acquisition team/Agencies to align on hiring SLAs.

d. Monitor sourcing effectiveness and make data-driven shifts (e.g. job boards vs.

referrals vs. agency).

e. Plug-in with onboarding team to ensure ramp-up SLAs are met for each batch.

2. Attrition Management & Retention

a. Analyse exit trends and reasons for each function and geography.

b. Proactively design retention plans – early-stage engagement, buddy programs,

better manager connects, localized incentives.

c. Develop early warning system for attrition risk using manager feedback,

performance drops, attendance/talk-time dips, etc.

3. Training & Capability Building

a. Design and implement onboarding and functional training playbooks specific to

each team.

b. Run TNI (Training Needs Identification) monthly with managers.

c. Own training calendar and partner with L&D or external vendors to deliver

training across sales, soft skills, and product knowledge.

d. Ensure training effectiveness measurement (pre-post assessment, productivity

change post-training).

4. Performance Management & Productivity Tracking

a. Drive monthly performance review rhythm with each team lead.

b. Coordinate incentive effectiveness analysis and drive design iterations.

c. Maintain performance scorecards – link HR analytics (tenure, training,

attendance) to business KPIs (orders, talk time, account retention).

d. Support PIP (Performance Improvement Plan) and exit management where

needed.

5. People Experience & Manager Coaching

a. Be the go-to HR partner for 10–15 front-line managers (Team Leads, Area

Managers, Regional Managers).

b. Run pulse surveys, town halls, feedback loops – to catch cultural/morale issues

early.

c. Coach managers on difficult conversations, conflict resolution, and team

motivation.

d. Implement recognition programs and create team rituals (esp. in high-burn

teams like telesales).

Qualification and Experience

• Experience: 5–8 years in HRBP/People Ops roles supporting sales/ops/ground teams at

scale.

• Scale comfort: Has managed fragmented teams >200 people, ideally in highgrowth/retail/ops-led orgs.

• Bias for action: Should be able to move fast, work with ambiguity, prioritize well.

• Strong analytics: Able to read dashboards, HR metrics, and productivity data to draw

actionable insights.

• People empathy + process mindset: Can balance care and structure for large teams

under pressure.

Success Matrices:

Hiring - % fill rate vs. plan, TAT to hire, joining ratio

Attrition - 90-day attrition %, monthly attrition %, exit interview closure

Training - % onboarding training completion, % of teams covered in training calendar, training

effectiveness scores

Performance - % teams with completed review cycles, improvement post-PIP

Engagement - Pulse survey scores, manager NPS, recognition program coverage

Why Join Us?

• Work with a mission-driven team scaling one of India’s most impactful agri-tech

platforms.

• Play a central role in shaping the people experience for a large, high-energy team.

• Be a part of a high-growth environment where execution speed and people-first thinking

go hand-in-hand