Key Responsibilities

1. HR Strategy Development: Develop and implement HR strategies, policies, and programs to support the
   organization’s goals and objectives, aligning HR initiatives with business priorities and regulatory requirements.
2. Talent Acquisition: Oversee the recruitment and selection process, including sourcing candidates, conducting
   interviews, and making hiring decisions, to attract and retain top talent in the organization.
3. Performance Management: Develop and implement performance management systems and processes, including
   goal setting, performance appraisals, and feedback mechanisms, to drive employee performance and development.
4. Employee Engagement: Design and implement employee engagement initiatives, including recognition programs,
   team-building activities, and communication channels, to enhance employee morale and motivation.
5. Training and Development: Identify training and development needs, design and deliver training programs, and
   facilitate career development opportunities for employees, to enhance skills and competencies and support career
   progression.
6. Compensation and Benefits: Develop and administer compensation and benefits programs, including salary
   structures, incentives, and employee benefits, ensuring competitiveness and compliance with regulatory
   requirements.
7. HR Compliance: Ensure compliance with labor laws, employment regulations, and company policies in all HR
   practices and processes, maintaining up-to-date knowledge of legal requirements and industry best practices.
8. Employee Relations: Manage employee relations issues, including grievances, disputes, and disciplinary actions,
   ensuring fair and consistent resolution in accordance with company policies and legal requirements.
9. Organizational Development: Lead organizational development initiatives, including change management,
   succession planning, and organizational restructuring, to support business growth and development objectives.
10. HR Analytics: Utilize HR data and analytics to monitor HR metrics, track trends, and identify areas for improvement
    in HR practices and processes, providing insights and recommendations for continuous improvement.

Qualification

• Bachelor’s degree in human resources management, business administration, or related field; master’s degree or
  professional certification (e.g., SHRM, CIPD) preferred.
• 10+ years of experience in HR leadership roles, preferably in the financial services industry or NBFC sector.
• Strong leadership and people management skills, with the ability to inspire and motivate teams, drive change, and
  foster a positive work culture.
• Strategic thinking and problem-solving abilities, with the ability to develop and implement HR strategies aligned
  with organizational goals and objectives.
• Excellent communication and interpersonal skills, with the ability to build rapport with employees at all levels and
  effectively communicate HR initiatives and policies.
• Knowledge of labor laws, employment regulations, and HR best practices in the financial services industry, with a
  focus on compliance and risk management.
• Proficiency in HRIS software and HR analytics tools, with the ability to leverage technology to streamline HR
  processes and drive data-driven decision-making.