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Business Development Manager-
Job Description:
As a Business Development Manager at SinTeL Retail you will-
- Identify new business opportunities and retail partners to generate revenue, improve profitability, and help the business grow.
- Identify locations and map retail partners in each SinTeL store and reach signed up targets and leading a highly efficient and motivated field teamwork along with SinTeL-Retail store Launch managers to introduce new stores.
- Be expected to meticulously monitor the performance of the store launched for the incubation period and coordinate with different teams such as merchandising, customer product, retail operations, and account managers, etc. to work towards its improvement and also to refine the process of lead
generation and closure of contracts.
- Hold the responsibility of multiple store agreements and launch of the stores.
- Be involved in careful strategic planning and positioning in the appropriate markets, or enhancing the operation of the business, position, or reputation in some way.
Requirements:
An ideal candidate for this role is someone who has-
- 4-6 years of professional experience in channel sales ( preferably in Corporate sales and consulting).
- Willingness to work on the field and get hands dirty.
- Knowledge of regional languages preferred.
- An MBA degree from Tier 2 / Tier 3 institutions who is vibrant and want to build a career will be considered for the role.
- Solid knowledge of category management, marketing and sales principles.
--------------------------------------------------------------------------------------------------------------------- Retail Trainer
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Job Description:
As a Retail Trainer at SinTeL Retail you will-
- Visit the stores on a regular basis to design relevant, effective and targeted training programs for employees.
- Prepare weekly, monthly, quarterly & annual training calendar to include scheduled training activities.
- Conduct surveys with managers and employees at all levels to identify and assess training and development needs.
- Supervise and monitor progress made via training programs and ensuring employees receive complete feedback.
- Manage the new hire training and development program and share progress through questionnaires and individual feedback.
- Devise strategies and create programs to enhance employees performance and maintain a database of all training materials.
- Act as a liaison between operations, tech, and engineering to share user feedback for product development.
- Prepare new launch and refresher training for the different teams and groups.
- Help and assist the retail team to foster the development and growth of SinTeL-Retail employees.
- Be responsible for managing the learning and development so that new and existing retail associates, specialists, and managers.
- Identify potential ambassadors/trainers and groom them to take various retail process training.
Requirements:
An ideal candidate for this role is someone who has-
- Graduate / Post Graduate degree in any discipline.
- 2+ years previous experience as a trainer, corporate training specialist, or related positions.
- Effective organizational skills, team management skills & interpersonal skills.
- Communication skills in Hindi/Telugu, English and Kannada is a must.
- Strong analytical skills with ability to identify systems strengths and weaknesses.
- Proficiency in Microsoft Office Suite (Word, PowerPoint, and Excel), and instructional software.
- Ability to communicate correctly and clearly with all customers base.
- Good listening ability to understand issues very clearly and provide resolution.
- Experience with technologies and best practices for instructional manuals and teaching platforms.
- Good interpersonal skills and communication with all levels of management.
--------------------------------------------------------------------------------------------------------------------- Customer Experience
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Customer Success Executive
Job Description:
As a Customer Success Executive at SinTeL you will –
- Acquire your set of customers and manage the initial incubation processes to understand the flow of acquisition and incubation
- Activate your set of customers through high impact at the time of acquisition & using scalable mechanism
- Use scalable resources for acquisition and updating newer version of the app in long run
- Drive recency of the customer and make sure customers are transacting in our platform
- Own overall relationship with assigned customers, which include: Increasing product adoption, ensuring retention, satisfaction and success.
- Establish an emotional connection with each assigned customer and drive continued value of SinTeL products and services.
- Program manage any escalations related to assigned customers.
- Work with customers to establish critical Issues or Issue patterns and aid the customers by scalable fashion
- Own SinTeL business transparency to the assigned customers.
- Work to identify & develop opportunities to other business team to increase the share of wallet of the customer
- Build a culture of customer point of view in all the business discussion
- Advocate customer needs/issues cross-functionally
- Develop, prepare, and nurture customers for SinTeL-Technologies & Government policies and legal aspects.
Requirements:
An ideal candidate for this role is someone who has-
- Proficiency in Kannada language as most of our customers communicate in their regional languages.
- Willingness to work on field and get hands dirty
- Passion to work with startups, especially food and grocery industry
- Willingness to go above and beyond for customers with high bias for action
- Graduation/Masters from Tier1/Tier2 college of the state
- 0-24 month of work experience in customer facing (F2F) role
- Passion to go above and beyond to solve customer problems
- Ability to work with constraints of cost, resources and time
- Highly data oriented approach and ability to understand problems using dat
- Knowledge of excel, SQL and any other analytical tools will be an added advantage
- Inclination to work in technology enabled environment and ability to understand change in technology
- Ability to use scalable resources to get things done
- Ability to collaborate cross functionally for customer related issues/escalations
- Ability to think on feet and examine any problem in a structured manner
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People Experience
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People Experience and Development –
Sr. Manager / Asst. Manager / Associate-
SinTeL - is committed to hiring the best talent available. People are not our most important asset. Great people are. We are looking for superstars in our People Experience & Development team who can lead the People development processes and talent management end to end. The right candidate would help us build a company of great character, build a great employer brand, build and lead a talent acquisition function to source the best of talent across multiple functions and domains, invest in processes for training and development of people and develop in house leaders, align the employees with vision and mission of the company, and help build an awesome culture that is true to our core values.
Requirements/Skills:
- 5-15 yrs of experience in human resources function (as the industry calls it). Min 3yrs of TA experience. Preferable to have startup experience
- Experience in Tech/Product/Design Hiring a must.
- Must have conducted or actively taken part in organizing campus programs
- Handling of entire range of HR business processes.
- MBA in HR in top institutes or post graduation in psychology or any other equivalent field.
Five fundamental problem statements People Experience & Development team will own:
- How can we build a company with great character, at scale?
- How can we internalize our core values, and bring it to the main stream?
- For each function/domain and level of the employee, what are the top 3 to 5 core values (among the 15 values) are absolutely critical? Work collaboratively with people managers in each domain and identify them.
- What does embodying each of our core values mean to different team members in different function at different levels?
- Egs: What does ‘Share Knowledge’ means to a Software Engineer? to Head of Engineering? What if she/he does, she can know she is embodying Share Knowledge? What if she/he does, she can understand she doesn’t embody?
- What does the same core value ‘Share Knowledge’ mean to a Field Executive doing customer deliveries? To a Customer Delight Agent? To a Category Manager? To a Loader in Fulfilment Centre?
- How can we make our core values the constitution, the framework, the guiding light of everyday decision making, and everyday execution at the grassroots level?
- How can we empower even the most entry level roles such as a security guard to be able to challenge even the Founders on any issue using the core values framework? Its not about the people, or how much power or responsibility they hold, but it’s always about the situation in which people are embodying or not embodying our values, and anyone in the food chain should have the obligation, opportunity and power to question anyone else basis the core values framework.
- How can we build a company that celebrates diversity, not just gender diversity, but all kinds of diversity?
- Promoting and celebrating Gender diversity:
- How can we drive a culture where all team members understand the advantages and diversity that women bring, and understand the challenges women face?
- How can we educate our team to wholeheartedly support the cause of gender diversity in every which way, and make SinTeL a great and safe place for women to work and thrive?
- Promote all kinds of talent diversity:
- How can we make SinTeL the place for people with raw talent in any walk of life to get an opportunity to contribute?
- How can we prepare our hiring managers to look beyond experience and look at potential, and hire from diverse industries such as Airlines, Mining, Manufacturing, Education, and help us become the melting pot of great talent who cross pollinate disruptive ideas to drive innovation and change in our business?
- How can we build grassroot level leadership and prepare our company for scaling?
- How can we identify potential leaders from within, invest in them, help them grow, not just to be leaders in our company, but also in their domain fraternity.
- What programs should we conceptualize, run, iterate to prepare our young leaders to take on the challenges we face today, and prepare them to lead us into our tomorrow?
- How can we scale without diluting our core values? We do not want to import leaders as we scale. We want homegrown leaders who understand our culture and core values, and serve as emulatable beacons for others who join our journey as we scale.
- How can we engender empathy, mutual respect, and cross functional collaboration in a full stack marketplace with extensive breadth of functions – tech, business, supply chain, and more?
- We have tech/product/design talent building cutting edge tech, full stack supply chain operations that works round the clock 24x7x365 all through the year, category managers ,business developers, customer delight agents, and more. All of them come together in their own ways, to deliver a great customer experience. Yet, all of them come from distinctly different talent pool, work routines, schedules, solving fundamentally different problem statements individually, which all collectively adds up to deliver a great customer experience.
- At a more human level, how do we balance the expectations of each team? How do we drive respect and empathy between functions such that people understand that a designer working on a design problem in the comforts of a AC office contributes no less or more than a Field Executive delivering to our customers unfailingly even on rainy days.
- How can we attract, develop, reward, and retain the very best of talent? How can we make SinTeL the best and most sought after place to work for?
- How can we build a great employer brand? How do we define our employer brand personality and collaboratively define our personality, and relentlessly build the brand?
- We hire for values and yet we do not want to compromise on skills. Yet, there is very limited talent pool available who are at the intersection of great values and great skills.
- The solution to scale with very best does not lie in attracting the very best, but figuring out how to identify talent who are great culture fit (no compromises there) with great potential (not necessarily meeting the skill bar yet), and develop them into great talent.
- The point about diversity fits here – score of great people from old school companies and industries want to get into tech startup revolution. How can we identify the best among them, and provide them a platform to succeed, and create value for our customers.
- Create a feedback loop for our hiring decisions, based on employee performance. Feed the interview feedback during appraisals, and appraisal feedback into learning how to interview better, and continuously help improve our hiring.
Last but not the least….
takes care of the routine 101 things that also need to be done
- Development and administration of policies, and programs, owning the aspects of compliance requirements, develop competency matrix, define career progression paths, formulate and administer compensation and benefits plan, create processes for employees to seek all kinds of help and support, run performance appraisal processes,
- Talent acquisition life cycle, employer branding, prospective employee engagement, college recruitment, contests, hackathons, events.
We believe providing great experience and enduring value to our team members is the starting point to create frictionless experiences and enduring value to our customers and partners. We are looking for someone who can own the above problem statements, and help us build a team that will fundamentally transform the food and grocery ecosystem in India, forever, for the better.