1.Develop staffing strategies and implementation plans and programs to identify talent within and outside the organization for positions of responsibility. This may include job posting optimization, recruiting marketing channel development, job board procurement, digital and non-digital employment marketing, comprehensive recruitment campaign planning, talent planning, etc.
2.Focus on organizational planning, forecast manpower requirements, develop & implement career pathways for employees and succession planning to build strong leadership pipeline.
3.Develop college recruiting programs
4.Use social media, job boards, Internet sourcing, and other technical means to source candidates for open jobs.
5.Manage the recruitment process and life-cycle, including initial assessments, interviews, and offers.
6.Assists in branding in establishing .
Training & Development:
1.Designing and expanding training and development programs based on the needs of the organization and the individual.
2.Deliver or facilitate delivery of skills training for new and existing sales representatives through classroom workshops and field training.
3.Oversee the on-boarding process for new sales representatives, tracking progress and working with managers & trainers to ensure timely completion of classroom & field training plans.
4.Conduct regular Training Needs Analysis for the organization and identify solutions/develop plans aligned to sales competencies, to close gaps.
5.Build and maintain sound working relationships with VP-Sales to align training with current needs and to have a clear understanding of market and competitive knowledge and skills required for sales success.
6.Provide clear direction on professional development (knowledge and skills) to sales teams, defining expectations and standards and providing necessary support and training.
Payroll & Statutory Compliance:
1.Develop progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance and to provide programs which utilize an employee and company partnership for the short and long-range health and welfare protection of the employees.
2.Statutory Compliance on Employee Issues, like Shop & Estd. Act Minimum Wages Act, PF & ESIC, etc.
Performance Management System:
1.Facilitate Performance Reviews/Confirmation appraisal periodically
2.Conceptualize, develop & implement ways to automate performance appraisal system that would enable people to deliver to their optimum.
3.Identify high-performers in the business and map out a program to manage, motivate and retain them.
4.Develop & implement the Promotion & Increment system within PMS.
Communication and Recognition:
1.Develop programs to allow the organization to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees.
2.Support Target and incentive rollout for all sales team members including ensuring awareness, appreciation and alignment by sales team on the same for the branch.
3.Establish credibility throughout the organization with management and the employees in order to be an effective listener and problem solver of people issues.
4.Coordinate the activities, programs and strategic HR plans of other HR departments throughout the organization.
5.Provide technical advice and knowledge to others within the human resources discipline.
6.Work with the HR team to develop, co-ordinate, implement and audit all HR activity within the department and across the organization.