HR Business Partner - Sales

Key ResponsibilitiesA. Business PartneringAct as a strategic HR partner to business stakeholders, enabling achievement of business goals through effective people solutions.Work closely with the Head – HR to design and implement HR strategies aligned with identified business priorities.Design, implement, and support HR programs, processes, and policies in partnership with line managers.Serve as the interface between HR leadership and business teams, supporting HR-led change management initiatives.Provide guidance and direction to Business Line Leaders on people matters, identifying risks and opportunities and driving actionable solutions.Conduct focus group discussions and proactively address employee concerns, promoting HR systems and acting as an ambassador of Sintex culture and values.Drive attrition analysis and discussions with business leaders, support retention initiatives, and ensure attrition remains within agreed targets.B. Budgeting & Workforce PlanningSupport preparation of annual HR, manpower, and operational budgets in line with business plans.Track actual expenses against budgets, analyze variances, and present quarterly reports with recommended corrective actions.Partner with functional and business heads to finalize staffing requirements and workforce plans.C. Employee Lifecycle Management & Employee RelationsPlan and execute onboarding and induction activities for new joiners.Manage employee lifecycle processes including confirmations, role movements, promotions, and exits in line with policies.Partner with managers and employees to improve work relationships, build morale, and enhance productivity and retention.Provide end-to-end HR support across organizational development, talent management, performance management, succession planning, employee engagement, and learning initiatives.Drive the annual Performance Management & Goal Management (PMGM) process as per corporate guidelines.Analyze exit interview data, identify trends, and develop people action plans.Manage and resolve complex employee relations issues, conducting fair, objective, and thorough investigations.Handle sensitive and day-to-day people management matters with professionalism and discretion.D. Employee Engagement & Leadership ConnectFacilitate employee engagement initiatives across assigned locations and teams.Enable leadership connect forums including one-on-one and group interactions to improve communication and alignment.Administer and manage quarterly Rewards & Recognition programs for the business unit.E. HR Governance & AdvisoryMaintain and regularly update organizational structures and org charts across systems.Create and update job descriptions for all roles in scope.Maintain strong awareness of business culture, operating plans, financial context, and competitive landscape.Provide guidance and solutions on HR administrative and operational matters.Identify improvement opportunities across HR processes and recommend sustainable solutions.Provide HR policy guidance and interpretation to managers and employees.F. HRIS & Records ManagementEnsure accurate and timely maintenance of employee data for all new joiners in HR systems (e.g., SuccessFactors).Ensure employee records and documentation are updated in real time and maintained in compliance with company standards.Key Skills & CompetenciesStrong HR business partnering and stakeholder management skillsSound knowledge of HR processes, employee relations, and labor complianceAnalytical and data-driven approach to HR decision makingEffective communication, influencing, and problem-solving skillsHigh level of integrity, confidentiality, and ownership.

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