Vice President - Human Resources - NBFC

1. HR Strategy & Business Alignment:

- Develop and execute the organization's overall HR strategy.

- Align HR priorities with business growth, profitability and expansion plans.

- Act as a strategic HR advisor to the CEO/MD and senior management.

- Build scalable HR policies, processes and organizational structures.

2. Organizational Effectiveness:

- Partner with business leaders on manpower planning and organizational effectiveness.

- Drive workforce productivity and optimal organization structures.

- Support business expansion through effective manpower planning.

- Provide HR interventions based on business and employee data.

3. Performance Management:

- Own the annual performance management and appraisal process.

- Establish KRAs/KPIs aligned with business objectives.

- Drive performance culture and differentiated rewards.

- Manage talent reviews, succession planning and career progression.

4. Talent Acquisition:

- Lead recruitment strategy across corporate, sales, credit, collections, risk, operations and technology.

- Drive CXO, CXO-1, CXO-2 and critical leadership hiring.

- Build strong relationships with recruitment/search partners.

- Develop talent pipelines for critical and niche positions.

- Improve quality, cost and turnaround time of hiring.

5. Compensation & Benefits:

- Lead compensation benchmarking and salary structures.

- Develop incentive and variable-pay frameworks, particularly for sales and business teams.

- Drive annual compensation planning and promotion cycles.

- Ensure internal equity and market competitiveness.

6. Talent Management & Succession Planning:

- Identify high-potential employees and critical talent.

- Develop succession plans for key leadership positions.

- Drive leadership development and career-management programs.

- Strengthen retention strategies for critical employees.