Head HR - NBFC

Organization Description:

Our client is a registered non-banking financial company (NBFC) actively engaged in the micro finance sector. Their services are focused towards the rural poor and low income households particularly women. Our client provides them with financial assistance and also offers them other non-financial services. Their financial services offering include micro credit and micro insurance, while its non-financial services include training, education and awareness creation. Creation of equal opportunities and inclusive development of both urban and rural poor is what inspires our client to strive ahead.

Current Scenario and Head HR hiring Need:

Currently our client has an employee base of over 1850 and presence in states like Maharashtra, Karnataka and Tamil Nadu. They would soon be launching operations in MP & Chhattisgarh. To enable this expansion and to manage this diversity, they would like to bring on board a seasoned HR professional as their Head of HR. The position is responsible for strategizing, planning, directing and managing the operations of human resources function to create competitive advantage.

- This position needs to ensure that the HR strategy and processes are in line with overall organizational strategy and vision.

- The key role would be to drive Recruitment, Training & Organisational Development, Employee engagement, Performance Management, HR administration and Compliance.

- While the position reports to the CEO, He/she would have a team of over 30 members in HR and Training. Also he/she would work closely with other business heads/ Functional heads.

Job Description:

The position offers unique opportunity to manage and engage with employees spread across distant districts and states of the country. This is also an opportunity to work with a growing business and offer effective people management support to the top management. The Head of HR would have responsibilities including:

- Develop, review and maintain policies for recruitment, performance management, compensation, training and HR administration.

- Develop Employee engagement strategy and related policies, processes and systems; Also play a pivotal role in the periodic review of HR Strategy, policies and procedures

- Provide inputs for design, delivery and assessment processes for operational, technical and behavioural training

- Prepare and implement the manpower planning exercise in line with the business goals of the company

- Track and monitor HR spend across the organisation/department to ensure cost optimisation; make required changes in systems and processes to derive cost efficiencies

- Periodically review and implement modifications in the compensation, incentives and rewards framework to ensure internal and external parity

- Identify training needs and support HR, Learning & Development initiatives especially the leadership development initiatives and talent management programmes.

- Plan and implement development initiatives for the leadership team on a periodic basis

- Oversee the implementation of the performance management system including goal setting, 360 degree review year on year; conduct periodic evaluation of the process effectiveness and recommend changes

- Oversee the promotion process year on year; suggest processes / policies across levels to ensure career growth and development for all employees

- Ensure employee engagement and retention across the organization. Own the process for Culture building, Employee Retention, Other initiatives including Culture survey, Employee engagement/ Satisfaction survey etc.

- Formulate innovative ways to ensure that employee grievances and other issues are addressed proactively and in time.

- Oversee and monitor vendor performance as per SLAs for HR statutory compliance and payroll related matters

- Create and drive the employer brand. Roll out programs and initiatives that promote the companies mission and guiding values

- Track, Oversee and Resolve labour grievances, Disciplinary proceedings, Grievance Redressal systems and put systems pre-empt such issues.

- Ensure regulatory compliance related to employees in terms of PF, PT, Gratuity, Insurance, ESIC, Shop & Establishment Act, Factory Acts, Pension etc.,

- Manage resource needs / plans / utilization for the HR department. Implement and anchor key HR processes viz. Leave Management, Employee Welfare Activities, Payroll, Incentives, Statutory Payments, Personal Records, Exit Formalities etc., by instituting best practices and guidelines

- Manage, motivate and guide performance of the team through reviews, coaching, and development

- Create learning and development opportunities for individuals to enhance performance / develop them to meet future capability needs

Desired Qualifications:

- MBA with HR specialisation from a good business school with 10-12 years of experience

- Strong Generalist HR Manager with experience of working in a large or growing mid-sized organisations with at least 1000 employees at multiple locations preferably of diverse culture and socio – economic background.

- Experience with MFI, NBFC or Retail Bank is added advantage..

- Above all, he/she must bring a high level of commitment to the cause of People Development and to bring employees together to see, understand and work towards common vision and objectives of organisation and in turn achieve employee satisfaction.

- Moderate travel. One would be travelling as and when required to these states and branches to ensure that the issues on the ground are known and addressed and employees are heard, supported and provided for. On a day to day basis, this would be managed by local HR team with advice from Head of HR.