Muthoot Fincorp - Head - Centre Of Excellence

ROLE SUMMARY (PURPOSE)

The purpose of the role is to lead, design, and deliver the talent management framework in line with Muthoot Pappachan' s strategic objectives, Purpose, Mission, Vision, Values, and the Muthoot Health Triangle (Mental, Physical & Social Development). The role incumbent is expected to execute strategic, tactical, and operational initiatives for leadership development, total wellness, and top talent programs for talent retention & progression.

KEY RESPONSIBILITIES:

Lead, Design & Deliver Total Wellness Programs

- A continuous wellness journey for Muthootians across the board around the three cornerstones of the Muthoot Health Triangle.

- An eco-system to support Muthootians in their medical, self-care & financial well-being.

- Muthoot Health Index framework to track the progress of the organization's total wellbeing.

- Community programs, learning events, and platforms to improve the Physical, Mental & Social well-being of fellow Muthootians.

Lead, Design & Deliver the Culture Journey:

- The organization's purpose, vision, mission, and values across the organization by conducting culture bootcamps.

- Organization purpose and values across all talent practices designed for HIPO journeys.

- Organization purpose and values in hiring and AC/DC practices.

Lead Design & Deliver the Leadership Development Program

- & deploy an end-to-end framework for the growth of the leadership team (Man Com, Business Heads/ Functional Heads & their direct reports)

- A culture of strengths-based development for the leadership team.

- A journey that entails a holistic development based on the 3 cornerstones of Muthoot Health Triangle - Mental, Physical, and Social well-being

- An individual development plan and help identify coaching support for the leadership team.

- The leadership brand for Muthoot Blue, within and outside the organization and deploy leadership Audit in collaboration with OD Lead

- With Head L&D to deploy learning journeys for the leadership group, based on their individual development plans.

Lead Design & Deliver Top Talent Programs for High Potential High-Performance Team Members

- Define a robust process, which is objectively designed to identify high-potential, high-performance Muthootians.

- Use competency mapping, development centers, and organization objectives to define an end-to-end development journey for the top talent at Muthoot Blue.

- Collaborate with Head L&D to deploy learning journeys based on development center outcomes and IDPs for the top talent identified.

- Design specific journeys for Business Talent and Functional Talent, to facilitate alignment with business objectives and individual career aspirations.

- Define an exclusive club for the top talent which includes first in line for IJP, recognition programs, Live projects, Networking with leadership, etc.

Lead Design & Deliver Assessment & Development Centers:

- To build a robust competency framework for Muthoot Blue, with KSA document clearly defining Job Family Competencies, Functional / Technical Competencies, and a Behavioral framework

- Define proficiency levels for competencies wherever required to assess, identify, and develop gaps/strengths.

- Use the competency framework to design assessment and development centers for hiring new talent & developing existing talent at mid-management and entry-level leadership.

- Design and train teams on a Behaviorally anchored rating scale (BARS) to facilitate understanding and assessment of competencies in an AC /DC

- Train and calibrate with internally identified assessors, thereby building a pool of ready-to-deploy talent.

- Conduct AC / DC validations before deploying them for hiring/ people development projects.

Lead Design & Deliver Succession Planning & Career Development:

- Design frameworks to identify critical roles in the organization, based on job evaluation scores and impact business continuity.

- Define successor identification process and successor profiles to fill in critical roles, including talent readiness in succession plans.

- Design a clear path for all Critical roles, Successor profiles, and subsequently all roles across Muthoot Blue

- Provide visibility on career path and development to every Muthootian, by designing a scientific progression path, using the job evaluation scores and parameters.

- Create Ladder, Lattice & Hybrid career paths, thereby providing Muthootians with an opportunity to grow their professional aspiration with Muthoot Blue

Performance Management and Rewards:

- Lead the design and implementation of performance appraisal processes, including goal setting, feedback mechanisms, and performance evaluations.

- Partner with various functional heads to identify KPIs and metrics for individual, team, and organizational performance.

- Serve as a trusted advisor to senior leadership on performance management-related matters and contribute to strategic decision-making.

- Collaborate with talent acquisition and learning and development teams to integrate performance management practices into recruitment, onboarding, and training processes

KEY INTERACTIONS:

- Internal Stakeholders

- Senior Management

- Business and functional leaders

- People & Culture Team

- Finance

- Procurement

- Legal

External Stakeholders

- External Vendors

KEY ROLE DIMENSIONS

Geographical coverage - PAN India

Direct Reportees - Upto 3 Nos

KEY SKILLS & BEHAVIOURAL ATTRIBUTES

Key Skills:

- Networking Skills & Relationship Management & Communication (Written & Spoken) Skills

- MS Office application skills (Proficiency in PowerPoint & Excel) of personality profiling (PPA/ DISC/MBTI etc)

- Knowledge of Job Description & Job Evaluation process traits - A compassionate individual with a player attitude and a fearless approach towards open & honest conversations.

Behavioral Attributes- Driven and in alignment with our Purpose "Transforming the life of the common man by improving their financial well-being" and anchored by our core value of integrity, collaboration, and excellence.

EDUCATION / EXPERIENCE

Educational Qualification - Graduate / Postgraduate, Desirable - MBA (HR)

Experience - Overall 15 years with at least 7 years of relevant experience in handling a similar role in a de-centralized matrix structure organization at a national role.