Amit Sharma

1. Talent Acquisition and Workforce Planning

• Conduct job evaluations to define role clarity, establish grade structures, and align roles with organizational goals, ensuring strategic hiring practices.
• Use workforce analytics to forecast hiring needs and develop data-driven recruitment strategies for sales roles, leveraging ATS (Applicant Tracking Systems) to streamline sourcing, position management, and selection.
• Collaborate with hiring managers to implement competency-based interviews and enhance employer branding to attract high-quality talent.

2. Competency Framework Design for Sales Personnel

• Design and implement a robust competency framework for sales roles, focusing on functional competencies such as negotiation, client management, and revenue generation.
• Conduct role benchmarking and competency mapping to align job requirements with business objectives and standardize performance metrics across the salesforce.
• Identify high-potential talent through skills assessment and align development programs with organizational needs.

3. Sales Assessment and Development Center

• Develop and manage assessment centres to evaluate sales personnel on leadership potential, negotiation skills, and customer engagement, using psychometric testing and behavioral event interviewing.
• Utilize talent evaluation tools to identify skill gaps and create individual development plans (IDPs) that support career progression and enhance team performance.
• Implement leadership assessment frameworks to identify and nurture future sales leaders.

4. Learning and Development

• Conduct training needs analysis (TNA) to design customized learning programs for sales teams, focusing on sales enablement, product knowledge, and client relationship management.
• Leverage a Learning Management System (LMS) to deliver, track, and measure the effectiveness of training initiatives.
• Develop leadership development programs to build a strong pipeline of sales managers and enhance overall sales capability.

5. Performance Management

• Establish key performance indicators (KPIs) and align goal-setting processes with organizational objectives to drive sales team productivity.
• Design and implement performance appraisal systems, including 360-degree feedback, to ensure continuous improvement and accountability.
• Collaborate with leadership to create incentive plans and reward structures that motivate high-performing sales personnel and support retention.

6. Rewards and Recognition (R&R)

• Develop and execute employee recognition programs, such as “Top Performer of the Month” awards, to celebrate achievements and enhance engagement.
• Design rewards frameworks and incentive programs, including commission structures, to drive revenue growth and motivate the salesforce.
• Use recognition platforms to ensure transparent and timely acknowledgment of contributions, fostering a culture of appreciation.

7. Employee Relations and Payroll Management

• Manage employee relations by addressing grievances, ensuring compliance with labour laws, and fostering a positive work environment.
• Oversee payroll processes, ensuring accuracy in salary disbursement, compliance with statutory requirements, and integration with time office systems.
• Implement robust time office systems to track attendance, leaves, and productivity metrics efficiently.

8. HR Software Implementation

• Successfully led the implementation of two HR software solutions, including SAP HCM, Payroll, Time Office, ATS, Position Management, PMS (Performance Management System), LMS, and HR-AI modules.
• Streamlined HR operations by integrating modules for Compensation & Benefits (C&B), employee lifecycle management, and analytics.
• Conducted end-user training to ensure seamless adoption of new systems and improve HR process efficiency.

9. Succession Planning

• Create succession planning frameworks to ensure leadership readiness for critical sales roles and maintain workforce continuity.
• Conduct talent reviews to assess the potential and development needs of high-potential (HIPO) employees, aligning their growth with organizational objectives.
• Implement leadership pipeline initiatives, such as cross-functional assignments and stretch roles, to prepare future leaders.

10. Organizational Design and Change Management

• Redesign sales team structures to optimize market coverage and improve operational efficiency, ensuring alignment with agile organizational models.
• Use change management frameworks to facilitate smooth transitions during restructuring or mergers, addressing challenges through proactive planning.
• Conduct process optimization and impact analyses to align change initiatives with business goals.

11. Compensation and Benefits

• Benchmark compensation packages to ensure market competitiveness and align with industry standards, focusing on total rewards and pay structures.
• Collaborate with finance teams to design commission structures and sales incentives that drive business growth.
• Communicate total rewards programs effectively to enhance employee satisfaction and retention within the salesforce.

12. Employee Engagement and Culture

• Deploy employee engagement surveys to gather actionable insights and address challenges within the sales team, fostering a high-performance culture.
• Implement team-building initiatives and recognition programs to enhance collaboration, morale, and retention.
• Use culture transformation strategies to align sales team behaviors with organizational values and business objectives.

13. HR Analytics and Strategy

• Leverage HR analytics tools to monitor turnover rates, engagement levels, and sales productivity metrics, enabling data-driven decision-making.
• Use predictive analytics to anticipate workforce trends, mitigate attrition risks, and align talent strategies with business goals.
• Present actionable insights to leadership, supporting strategic workforce planning and HR transformation initiatives.

14. Diversity, Equity, and Inclusion (DEI)

• Develop inclusive hiring practices to build a diverse salesforce that reflects customer demographics, ensuring alignment with DEI goals.
• Use DEI analytics to track progress and implement bias-reduction training for sales managers, fostering an equitable workplace.
• Promote diversity metrics and initiatives to enhance team performance and innovation.

HR Strategy and Business Partnering

• Led the end-to-end HR strategy planning and operations, including strategic HR business partnering, organizational development, L&D, talent acquisition, HR automation, budgeting, policy formulation, and performance management.
• Defined the organizational structure across levels and functions, identified unique positions, designed job descriptions (JDs), and established delegation of authority frameworks.
• Restructured multiple functions, including Sales & Distribution, Supply Chain Management (SCM), and IT, ensuring alignment with organizational goals.

Organizational Development and Restructuring

• Successfully restructured the Sales & Distribution department, hiring HODs, RMs, ZMs, ASMs, and SOs across PAN India, merging three sales divisions into one cohesive unit.
• Restructured the SCM team, aligning the production planning department to bridge the demand-supply gap and introduced the F.O.R system in logistics.
• Realigned the IT team by hiring key roles, including IT Head and SAP-MM, PP, FICO, ABAP, and PP staff, ensuring functional excellence.

Talent Acquisition and Workforce Planning

• Achieved a 10% reduction in HR costs by preparing an Annual Operating Plan (AOP) system, rigorously tracking the organizational structure, and optimizing workforce utilization.
• Reduced time-to-hire (TAT) from 60 days to 30 days by creating a large internal talent pool, resulting in a 50% reduction in recruitment costs and 10% reduction in involuntary attrition.
• Closed positions that were open for over 100 days, including critical roles such as Footwear Technical talent for new plants and Sales talent for South and West regions.

Learning and Development (L&D)

• Designed and implemented a performance management system (PMS) aligned with organizational goals to drive accountability and performance improvement.
• Conducted end-user training programs during the SAP implementation, ensuring seamless adoption across the organization.

HR Technology and Automation

• Led the successful SAP-HCM implementation, including modules such as OM, PA, PMS, Recruitment, and TEM, achieving a smooth go-live and stabilization in 2010.
• Drove the finalization and implementation of HRMS, covering Employee Master, Payroll, Time Office, PMS, LMS, Travel & Expense, Recruitment Management System (RMS), and Onboarding modules.
• Spearheaded HR automation initiatives, ensuring enhanced efficiency and accuracy in HR operations.

Compensation and Benefits (C&B)

• Managed end-to-end compensation design and administration for 10,000+ employees, including benchmarking through consulting partners and SIAM for all levels, including CXO and expat positions.
• Designed and implemented pay structures aligned with tax benefits, merit matrices, performance-potential grids, and bonus payouts.
• Reviewed and revised benefits policies for white-collared employees in line with wage settlements for the blue-collared workforce.
• Budgeted and forecasted annual manpower wages, benefits, and rewards, with quarterly reviews presented to the board.

Employee Relations and Payroll Management

• Managed end-to-end payroll for top management employees, including monthly wage provisioning, compliance reporting, and Form 16 communication.
• Processed full & final settlements for separated employees and conducted financial planning awareness sessions for superannuated employees.
• Ensured compliance with HR and payroll regulations, coordinating with internal and external auditors for accurate reporting.

8. Succession Planning and Talent Development

• Implemented succession planning frameworks to identify and develop high-potential talent for leadership roles across functions.
• Aligned talent assessments and development programs with organizational objectives to build a strong leadership pipeline.

9. Performance Management and Cost Optimization

• Reduced costs by ₹1 crore per month across manufacturing units through process optimization, increasing productivity, efficiency, and quality.
• Conducted regular performance reviews and optimized workforce productivity through effective goal-setting and KPI alignment.

10. Employee Engagement and Retention

• Reduced involuntary attrition by 10% through quality hiring and improved retention strategies.
• Enhanced employee engagement by creating a strong Employee Value Proposition (EVP) and fostering a high-performance culture.

11. HR Analytics and Reporting

• Used HR analytics to monitor workforce trends, turnover rates, and cost optimization, presenting actionable insights to the board.
• Provided comprehensive reports to internal and external auditors, ensuring transparency and compliance in HR operations.

• Led HR Business Partnering for Sales & Marketing, AOP, PMS, Employee Engagement, Sales Capability Program and HR Operation
• Successfully improved employee engagement score and increased productivity and revenue by conducting employee engagement survey, analysing its results, and recommending on strategies to the leadership team that focused on – improving work-life balance, recognition, communication, career growth, C&B, process improvement and employee connect
• Drove employee skill development initiatives that led to improvement in sales capability by preparation of skill matrix, mapping employees based on their skills and competency levels, identifying training gaps and driving training programs to overcome them

• Reduced Sales Manpower cost from 18% to 10% of Total revenue and reduced headcount from 900 to 475 by merging multiple divisions; prepared Territory Cut RM/ZM, ASM and SO Wise with the help of Sales Head based on Revenue, population, Distributors and Districts
• Created positions of ZM/ASM/SOs based on Territory cut and Division
• Mapping current Manpower on new positions based on performance and potential
• Implemented Unified Performance Management System across the organization
• Renewed the PMS by implementing SMART KRA’s, mid-year reviews, annual appraisals, increments, timely feedback, and PIP

• Led Sales HR including, Talent Acquisition, Onboarding and HR Operation
• Business Transformation Initiative, Strengthened Distribution and SCM, Launch New-Channel (E-commerce, LFR & Govt Accounts)
• Led Project Gangotri that drove the change in Sales organization to strengthen Distribution team, created 700 positions including Sales Representative, ASM, RSM and GM Sales across PAN India and successfully filled the same within 6 months

• Led talent acquisition for Manufacturing, Sales, Marketing, Finance, and other corporate functions
• Drove talent scouting initiatives using referral programs, campus recruitment drives in Technical and Managements colleges

• Managing HR Operations and Talent Acquisition responsibilities

• Managing HR Operations and Talent Acquisition responsibilities