Human Resources Business Partner

Job Title: Business Partner (People / HR)

Function: People / Human Resources

Role Type: Strategic HR Business Partner

Role Purpose

The Business Partner (People / HR) will work closely with senior business leaders to drive business outcomes through strong people strategy, performance discipline, and execution-focused HR systems. The role requires deep understanding of sales-driven organizations and the ability to influence leaders in high-pressure, ambiguous environments.

MUST HAVE (Non-Negotiable Requirements)

Without these, the role will fail no exceptions

1. Strong Business Acumen

• Deep comfort working with sales-driven organizations
• Ability to understand Tiles vs Marble economics, sales cycles, and GTM differences
• Capability to read and interpret incentive plans, org structures, and cost implications independently

2. Credibility with Senior Business Leaders

• Ability to challenge Sales Heads, Functional Heads, and CXOs respectfully yet firmly
• Seen as a thought partner, not merely a policy enforcer
• Comfortable operating in ambiguity and high-pressure environments

3. Performance & Talent Discipline

• Strong stance on performance differentiation
• Clear decision-making on hiring, exits, and role redesign
• No tolerance for role ambiguity or prolonged underperformance

4. Execution Bias

• Focus on solutions that work effectively on the ground
• Designs HR systems (PMS, Incentives) that are simple, enforceable, and ROI-backed
• Tracks execution and follow-through, not just rollout

SHOULD HAVE (Strong Effectiveness Multipliers)

Can be developed over time

1. Experience in Sales / Field-Heavy Environments

• Prior exposure to frontline sales, distribution, retail, or channel-led businesses
• Understanding of dealer and distributor ecosystems in India

2. Org Design & Incentive Design Exposure

• Experience with role clarity, spans & layers, incentive logic, or restructuring
• Ability to connect organization structure and incentives to behavior change

3. Change Management Capability

• Ability to land difficult changes (new structures, performance resets, cross-team collaboration)
• Manages resistance without diluting intent

4. Data & Insight Orientation

• Uses dashboards, metrics, and diagnostics to inform decisions
• Comfortable discussing productivity, ROI, and trends with Finance and Sales

5. Employee Relations Maturity

• Handles sensitive employee issues calmly and decisively
• Balances empathy with organizational standards

NICE TO HAVE (Adds Leverage, Not Essential on Day 1)

1. Building Materials / Manufacturing Exposure

• Prior experience in tiles, marble, cement, paints, or similar sectors
• Enables faster contextual understanding

2. Board / Investor Interaction Exposure

• Experience contributing to board notes, EXCO decks, or governance discussions
• Understanding of how people topics are framed at the board level

3. Capability Building / L&D Design

• Experience designing sales capability programs, leadership development initiatives, or academies
• Supports long-term people system maturity

4. Employer Branding / EVP Work

• Experience working on EVP articulation or employer branding initiatives
• Useful for attracting midsenior talent

5. Digital HR Tools Familiarity

• Exposure to HRIS, analytics tools, or tech-enabled people systems
• Helpful but not a differentiator