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Roles and Responsibilities: Business Partnership: - Act as the primary HR advisor to leadership, aligning people strategies with business objectives across all functions (e.g., marketing ) - Influence senior business leaders on matters such as workforce planning, capability priorities, performance management, employee engagement, etc. - Oversee HRBP execution across regions to ensure consistent yet locally nuanced HR delivery Talent Acquisition: - Partner with the TA CoE and TA Leads to align hiring priorities with the workforce needs of all functions - Provide business insights (attrition hotspots, competitor moves, seasonal sales cycles) to shape sourcing strategies and hiring timelines - Review hiring dashboards and flag risks in time-to-fill, quality of hire, or early attrition to ensure business continuity Talent & Capability Management: - Enable career pathing by ensuring adoption of CoE-designed career frameworks, influencing business leaders to create growth opportunities, and monitoring internal mobility and progression within Cluster 1 functions - Ensure adoption of succession planning frameworks designed by the CoE, monitor leadership pipeline development, and provide business with insights to strengthen succession plans - Partner with CoEs to shape capability-building through programs such as sales excellence, category management, and product development Performance & Rewards: - Drive the performance management agenda, ensuring goal-setting quality and alignment with sales, marketing, and innovation metrics - Influence business leaders on managing poor performance, including timely interventions and corrective action - Shape rewards discussions by providing business insights to TM CoE and ensuring competitive incentive structures - Preside over talent reviews and performance calibration discussions, providing business aligned inputs on increments and bonus allocations based on absolute and relative employee performance Employee Experience, Engagement, & DEI: - Drive execution of central engagement initiatives, ensure adoption across regions, and provide feedback or suggestions to CoEs for tailoring programs to business needs - Spearhead initiatives specifically for the distributed branch-based sales teams to ensure consistent employee experience across regions - Monitor DEI compliance within Cluster 1 functions, ensure adoption of CoE-led initiatives, and provide insights on regional diversity gaps or risks - Ensure retention of top-performing talent through proactive engagement and tailored interventions Change, Transformation & Org. Design: - Champion change management efforts within the Cluster, to enable smooth adoption of new HR processes, technology platforms, and organizational initiatives, ensuring workforce buy-in and sustained impact - Push adoption of HR technology and analytics for data-driven workforce decisions, improved process efficiency, and enhanced employee self-service - Provide strategic input for org. design, such as on sales structures, spans & layers, and function alignment to best practices HR Operations, Governance, & Compliance: - Ensure effective execution of HR processes within the cluster through HR Shared Services, with a strong focus on compliance, accuracy, and employee experience - Ensure adherence to HR policies, labor laws, and governance requirements across sales and corporate functions Outsourced Workforce Management: - Oversee governance of outsourced workforce arrangements, ensuring alignment with organizational policies and strategic workforce plans - Review vendor performance dashboards (attrition, compliance, productivity) and flag systemic risks to leadership - Provide strategic inputs on workforce mix (permanent vs. outsourced) to optimize cost, flexibility, and compliance Admin: - Ensure field infrastructure, travel, and branch office facilities, among others, enable productivity and contribute to a positive employee experience QUALIFICATIONS & EXPERIENCE EDUCATION: - Postgraduate degree in Human Resources Management or related field EXPERIENCE: - 15+ years of experience in HR with at least 5 years in a senior HRBP leadership role covering multiple business units or large-scale functions - Experience in consumer durables, FMCG, retail, or other high-growth, sales-driven industries - Direct exposure to managing HR for large frontline sales and marketing populations (field sales teams, channel workforce, distributed offices) is preferred .
Most are in India and the US. Here's how to pick the right one for you.
74.689Jobs
17.483IN
79%EN
WorkMundi's database shows 74,689 open sales positions globally. India leads with 17,483 jobs, followed by the US with 13,876. If you're open to geography, you have real options — but the sheer number means you need a filter. Don't apply to everything. Pick a country, a company size, and a sales model that matches what you actually want to do.
Almost 8 in 10 of these ads have their text written in English. That's useful for reading the job description and understanding what you're signing up for. But it tells you nothing about whether the role requires you to speak English with customers, partners, or your team. Ask the hiring manager directly during your first conversation.
The employers posting the most are boxlunch, SIMPLE RECRUIT, FlexBoard, and tmobile. If you see their name on a listing, you know they're actively hiring. That can work in your favor — high-volume recruiters often move faster. But volume also means competition. Your application needs to stand out.
Sales interviews almost always include a version of this: 'Tell me about a time you lost a deal. What did you learn?' Prepare a real story where you take ownership of what went wrong and what you'd do differently. Hiring managers want to see you learn, not just win.