Role Mission: To engineer the organizational capability and human capital strategy required to sustain market leadership. The HR Manager is responsible for the Productivity-per-Head metric, ensuring that the "Sales Island" is populated with high-performance talent, governed by elite compliance standards, and driven by an ROI-focused incentive architecture.

Technical Key Responsibilities

1. Strategic Talent Acquisition & "Headcount ROI"

• Workforce Modeling: Conduct Strategic Workforce Planning (SWP) to align headcount with territory potential. 
• Optimize the "Sales Force Size and Structure" in coordination with the Senior DSM.
• Competency-Based Selection: Implement Behavioral Event Interviewing (BEI) and psychometric profiling to filter for "Scientific Learning Agility" and "Resilience" in the Medical Representative pipeline.

2. Performance & Reward Engineering

• Incentive Architecture (SIP): Technical design of the Sales Incentive Plan (SIP) & ensure the plan drives the correct behaviors (e.g., focusing on high-margin products or new patient starts) while maintaining a strict "Incentive-to-Sales" ratio.
• Performance Calibration Excellence: Lead "Force Ranking" and 9-Box Grid calibration sessions. You ensure that the 80/20 performance ratios are applied with forensic objectivity to identify "Top Talent" vs. "Underperformers."

Departmental Leadership & People Management

• Team Supervision: Direct management of the HR Operations, Payroll, and Recruitment staff, responsible for the Productivity and IDPs (Individual Development Plans) of own subordinates.
• Budgetary Control: Develop and manage the annual HR Department Budget. This includes controlling "Personnel Costs" (salaries/benefits) as a percentage of total company revenue.
• Change Management Leadership: Act as the lead facilitator for organizational restructuring or culture shifts. You manage the "Human Side" of change to ensure zero disruption to the sales engine

Training and Development:

• Design efficient Career Development System/Career pah 
• Design and implement the company Master Training plan (Technical, Behavioral and Managerial)
• Design the annual training plan based on the Master Training plan and the TNA “training need analysis
• Design and implement the IDP “Individual Development Plan: 
• Lead the training for new and existing staff on product knowledge, ensure every sales representative can explain how the product works and its clinical benefits without looking at a brochure.
• Train the team on how to talk to Doctors using clinical data by teach them how to handle tough medical questions and "close" the visit with a prescription commitment.
• Conduct regular "stress-test" role-plays in order to handle difficult Doctors.
• Train the key positions on what to look for during field visits and  make sure all managers are measuring "technical quality" the same way across the whole company