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Role & responsibilities 1. Business Partnership: a. Act as the primary HR advisor to leadership, aligning people strategies with business objectives in Sales b. Give strategic inputs in areas such as workforce planning, capability priorities, performance management, employee engagement, etc. Talent Acquisition: a. Partner with the ZSM's/ ARM's to align hiring priorities with the manpower requirements of the Sales team as per TAT. b. Analyse business insights to shape sourcing strategies and hiring timelines. c. Review hiring dashboards and flag risks in time-to-fill, quality of hire, or early attrition to ensure business continuity. Talent & Capability Management: a. Enable career pathing by ensuring adoption of career path frameworks and the execution at the ground level. b. Drive talent management and succession planning frameworks in Sales. c. Drive training and development across levels as per requirement. 4. Performance & Rewards: a. Drive the performance management agenda, ensuring goal-setting quality and alignment with the sales metrics. b. Influence business leaders on managing poor performance, including timely interventions and corrective action. c. Shape Annual appraisal discussions by providing business insights and ensuring competitive incentive structures. d. Coordinate talent reviews and annual performance calibration discussions, providing business aligned inputs on increments based on absolute and relative employee performance. 1. Employee Engagement: a. Drive execution of relevant Sales engagement initiatives. b. Strengthen talent onboarding and engagement of new hires by design and implementation of relevant HR interventions. c. Travel across locations and participate in Sales review meetings on a regular basis to drive the HR agenda as well as handle the employee grievances for prompt resolution. d. Ensure retention of top-performing talent through proactive engagement and tailored interventions. 2. Change Management & Org. Design: a. Champion change management efforts to enable smooth adoption of new HR processes, technology platforms, and organizational initiatives, ensuring workforce buy-in and sustained impact. b. Push adoption of HR technology and analytics for data-driven workforce decisions. c. Provide strategic input for org. design, such as on sales structures, spans & layers, and function alignment to best practices. 3. HR Operations, Governance, & Compliance: a. Ensure effective execution of HR processes with a strong focus on compliance, accuracy, and employee experience. b. Ensure creation of and adherence to HR policies, processes, systems as per requirement, including statutory labour laws. 4. Overall Administration: a. Handle any admin requirements including travel, accommodation, employee events, etc, as per requirement for a positive employee experience. Preferred candidate profile Direct exposure to managing HR for large frontline sales (field sales teams, channel workforce, distributed offices) is preferred Interpersonal Skills Collaborative Skills Multi-Tasking .
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.