National Head HR – Business & Personal Finance

Muthoot Fincorp Ltd.; Chennai District; Presencial; INR 9.000.000 - 15.000.000; Jornada completa

Descripción de la vacante

Muthoot Fincorp Ltd. in India invites applications for the National Head - Human Resources, responsible for the people strategy across the Business & Personal Finance vertical, aligning goals, growth, talent, culture and governance to sustainable business outcomes.

The role partners with the leadership team to attract, develop, engage and retain top talent, drive workforce planning, compensation, organization development and HR analytics, while fostering accountability, customer focus and

Formación

• MBA/PGDM in HR from a reputed institution.
• 15-20+ years of progressive HR leadership experience, with national/multi-region exposure.
• Certifications in Organization Development, Labour Laws, or Leadership Development preferred.

Responsabilidades

• Develop and execute the HR strategy aligned to business objectives and growth plans.
• Partner with business leaders to drive performance and workforce effectiveness.
• Provide strategic counsel on organization design, culture, and change management.
• Build a high-performance culture balancing engagement, governance and customer outcomes.
• Lead manpower planning, compensation reviews and retention initiatives.
• Drive HR governance, analytics, and digital transformation across locations.

Conocimientos

Strategic HR Leadership

Talent Management

Organization Development

Compensation & Rewards

Workforce Planning

Change Management

Stakeholder Management

Leadership Development

HR Analytics

Governance & Compliance

Educación

MBA/PGDM in HR

Certifications in OD/Labour Laws/Leadership Development

Descripción del empleo

The National Head - Human Resources will be responsible for leading the people strategy for the Business & Personal Finance vertical, ensuring alignment between organizational goals, business growth, talent, culture, and operational excellence. The role will drive workforce planning, talent management, compensation & benefits, organization development, leadership capability, employee engagement, and HR governance while enabling sustainable business growth.

The incumbent will act as a strategic partner to the leadership team, ensuring the organization attracts, develops, engages, and retains high-performing talent while fostering a culture of accountability, customer centricity, innovation, and prudent risk management.

KEY RESPONSIBILITIES

Strategic HR Leadership & Business Partnering

• Develop and execute the HR strategy aligned to the organization's business objectives and growth plans.
• Partner with business leaders to drive organizational performance and workforce effectiveness.
• Provide strategic counsel on organization design, talent planning, culture, leadership, and change management.
• Build a high-performance culture that balances employee engagement, productivity, governance, and customer outcomes.
• Serve as a trusted HR partner to Business & Personal Finance leadership teams.
• Translate business strategy into actionable people initiatives.
• Support branch expansion, business transformation, productivity enhancement, and workforce optimization.
• Drive manpower planning and resource allocation to support business growth.

Talent Acquisition & Workforce Planning

• Develop robust talent acquisition strategies to attract quality talent across sales, operations, credit, collections, and support functions.
• Ensure timely fulfilment of manpower requirements while maintaining quality of hires.
• Build a strong talent pipeline for key and critical positions.
• Strengthen employer branding initiatives to position the organization as an employer of choice.
• Ensure compensation structures remain market competitive and aligned with business objectives.
• Lead annual salary reviews, incentive programs, and retention initiatives.

Organization Development & Talent Management

• Institutionalise goal setting, performance reviews, productivity standards and consequence management aligned to business outcomes and role scorecards.
• Build succession plans and leadership pipelines for critical business roles; identify HiPos and create differentiated development and career‑progression plans.
• Drive internal mobility, promotions and development opportunities based on performance, potential, readiness and business need.
• Lead organizational restructuring and workforce transformation initiatives as required.
• Drive competency framework development and career progression programs

Employee Engagement

• Strengthen listening channels, grievance redressal, recognition, manager effectiveness and employee communication across regions.
• Drive engagement initiatives that enhance employee satisfaction, commitment, and productivity.
• Promote a culture of accountability, collaboration, customer focus, and ethical conduct.
• Strengthen internal communication and employee connect mechanisms.
• Drive diversity, inclusion, and employee wellness initiatives.

Capability Building & Leadership Development

• Create a role‑based capability architecture for Business & personal finance covering sales, credit, underwriting, collections, risk, operations and people leadership.
• Use capability assessments and performance data to identify skill gaps and deliver learning interventions jointly with business and L&D teams.
• Build manager capability in coaching, performance conversations, employee relations, compliance and ethical decision‑making.
• Measure learning effectiveness through productivity, incentive attainment, role readiness, internal movement and retention outcomes.
• Drive enterprise‑wide learning strategies aligned to future business requirements.
• Strengthen managerial and leadership capabilities through structured development interventions.
• Foster a culture of continuous learning and innovation.

HR Operations, Governance ,Analytics & digital Transformation

• Ensure first‑time‑right execution across the employee lifecycle from hiring and onboarding through confirmation, movement, performance, rewards, employee relations and separation.
• Ensure compliance with labour laws, company policies, delegated authority, HR budgets, audit requirements and documentation standards across all locations.
• Ensure compliance with labour laws, statutory requirements, and internal policies.
• Strengthen HR governance frameworks and process controls. .
• Ensure seamless HR operations through process efficiency and digital HR solutions.
• Leverage people analytics to support strategic decision‑making.
• Develop HR dashboards and workforce insights for leadership review.
• Lead HR technology initiatives to enhance employee experience and operational efficiency.
• Drive data‑driven people management practices across the organization.

Strategic Growth & New Business Initiatives

• Partner with business teams in evaluating and supporting new product launches and market expansion initiatives.
• Assess organizational readiness, capability requirements, and talent implications of new business opportunities.
• Ensure people strategies support sustainable business growth while balancing risk and reward considerations.
• Build future‑ready workforce capabilities to support evolving business models and customer expectations.

KEY INTERACTIONS

Internal Stakeholders

• CHRO and Corporate HR leadership
• CEO and Business Heads – BUSINESS & PERSONAL FINANCE
• National/Zonal business, sales and collections leaders
• Credit, Risk, Operations, Finance, Legal, Compliance, Audit and Technology teams
• Talent Acquisition, HR Business Partners, C&B, L&D, HR Operations, Employee Relations and HR Analytics teams
• Branch Managers and employees across business locations

External Stakeholders

• Recruitment partners, job portals and assessment providers
• Industry bodies, academic institutions and talent‑market networks
• Labour‑law advisors, statutory authorities and auditors, as required
• Employer‑brand, survey and workplace‑certification agencies

KEY DECISION TAKEN

• Workforce deployment and HR operating plans within approved strategy and budgets.
• Hiring channels, sourcing mix, selection governance and deployment priorities within approved manpower and compensation grids.
• Organisation structure, role design, spans/layers and workforce movement recommendations in partnership with business leadership.
• Talent segmentation, HiPo identification, succession slates, development actions and retention interventions.
• Performance, engagement, productivity and attrition interventions based on business and people analytics.
• Employee‑relations actions and policy interpretation within delegated authority; escalation of high‑risk matters to the CHRO, Legal or appropriate committee.
• HR vendor evaluation and recommendations within procurement and delegation‑of‑authority norms.
• Escalation or rejection of deviations relating to compensation, grade fitment, headcount, compliance or policy.

KEY SKILLS & BEHAVIOURAL ATTRIBUTES

• Strategic HR Leadership
• Business Acumen
• Talent Management
• Organization Development
• Compensation & Rewards
• Workforce Planning
• Change Management
• Stakeholder Management
• Leadership Development
• HR Analytics
• Governance & Compliance
• Strategic and business‑oriented mindset
• Strong execution and delivery focus
• Ability to influence senior stakeholders
• High ownership and decision‑making capability

Behavioral Attributes- Driven and in alignment with our Purpose “To transform 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

• MBA / PGDM in Human Resources from a reputed institution.
• Additional certifications in Organization Development, Labour Laws, or Leadership Development will be preferred.

Experience

• 15-20+ years of progressive HR leadership experience. Minimum 5 years in a national or multi‑region HR leadership role with direct exposure to senior business stakeholders
• Extensive experience in HR Business Partnering, Talent Management, Compensation & Benefits, Performance Management, and Organization Development.
• Strong exposure to Financial Services, NBFC, Banking, Housing Finance, or Consumer Finance sectors.
• Proven experience leading HR for a geographically dispersed workforce.
• Willingness and ability to travel extensively across business locations.