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.