Senior Manager HR-Talent Management

The Sr. Manager – Human Resources will be responsible for designing and executing strategic HR Initiatives across the organization with a strong focus on Talent Development, Employee Engagement, Performance Management, and partnering with the Sales function as an HR Business Partner (HRBP). This role will ensure the alignment of people strategy with business goals, driving a culture of high performance, learning agility, and employee-centricity.

1. Talent Management & Learning and Development (L&D):

• Lead the end-to-end learning and development strategy aligned with business needs.

• Design and implement leadership development, behavioral training, and functional capability-building programs.

• Drive competency mapping and create career progression frameworks.

• Build internal learning academies, mentorship programs, and digital learning platforms.

• Analyze training effectiveness and ROI through structured metrics.

2. Performance Management:

• Design, implement, and manage the performance management system (PMS) to promote a high-performance culture.

• Ensure smooth execution of the performance appraisal cycle including goal setting, quarterly reviews, and annual appraisals.

• Partner with leadership to identify top talent and manage Performance Improvement Plans (PIP). • Integrate KRAs with business strategy and monitor audit readiness of performance data.

3. Employee Engagement:

• Develop and drive the employee engagement strategy to foster motivation, inclusion, and well-being.

• Conduct employee engagement surveys (e.g., Pulse, eNPS) and lead action planning.

• Drive employee communication forums, R&R programs, wellness initiatives, and team building activities.

• Strengthen organizational culture through employee feedback and engagement analytics.

4. Sales HR Business Partnering:

• Act as a strategic HRBP to the Sales leadership team across geographies.

• Support the sales organization in workforce planning, sales capability development, and incentive alignment.

• Address field-specific people challenges, attrition issues, and productivity gaps through data-driven HR interventions.

• Support talent acquisition, onboarding, and retention strategies for the Sales function.