About ARTH:

ARTH is an impact-focused, inclusive MSME fintech working to improve access to financial services for underserved micro and small businesses across India through lending, financial partnerships and technology-enabled solutions.

Role Overview:

We are looking for a business-oriented HR professional to partner with leadership and functional managers on workforce planning, talent acquisition, performance management, employee engagement and organisational effectiveness.

The role will work closely with business teams to understand their priorities, translate business requirements into HR initiatives, strengthen people management practices and ensure the organisation has the right talent, capabilities and performance culture to support its growth.

This position is focused on Business HR and strategic people management, rather than routine HR administration, payroll processing or statutory compliance.

Key Responsibilities:

1. Business Partnering & Workforce Planning:

- Partner with leadership and functional managers to understand business objectives, workforce requirements and people-related challenges.

- Translate business plans into workforce plans covering headcount, hiring priorities, role requirements and resource allocation.

- Review team structures, role clarity, reporting relationships and manpower productivity.

- Advise managers on team effectiveness, employee concerns, people decisions and organisational changes.

- Use workforce data and business inputs to identify people-related risks and recommend practical solutions.

2. Talent Acquisition & Workforce Capability:

- Lead recruitment planning and execution for business, leadership, technology, credit and support functions.

- Work with hiring managers to define role requirements, assess talent availability and establish hiring priorities.

- Improve sourcing strategies, selection quality, hiring turnaround time and candidate assessment processes.

- Build talent pipelines for critical roles and strengthen internal talent identification and succession planning.

- Monitor recruitment effectiveness, hiring costs, joining ratios and early attrition.

3. Performance Management & Talent Development:

- Own the performance management cycle, including goal setting, mid-cycle reviews, annual appraisals and performance calibration.

- Work with managers to establish meaningful KPIs and KRAs aligned with business objectives.

- Facilitate performance discussions, identify underperformance and support managers in creating improvement plans.

- Identify capability gaps and coordinate relevant learning, development and managerial coaching initiatives.

- Support career progression, talent reviews, succession planning and employee development.

4. Employee Relations & Managerial Effectiveness:

- Act as a trusted point of contact for employees and managers on workplace concerns, grievances and employee relations matters.

- Support managers in handling difficult conversations, performance issues, disciplinary matters and employee exits.

- Identify attrition risks and recommend retention actions for critical employees and roles.

- Promote consistent, fair and well-documented people management practices.

- Ensure employee concerns are addressed constructively while balancing individual and business needs.

5. Employee Engagement & Organisational Development:

- Design and implement employee engagement initiatives aligned with business priorities and organisational needs.

- Strengthen employee communication, recognition, feedback mechanisms and leadership connect.

- Monitor employee sentiment, engagement and attrition trends, and translate findings into action plans.

- Support organisational development initiatives, change management and improvements in team effectiveness.

- Build practical HR processes that improve employee experience without adding unnecessary bureaucracy.

6. HR Analytics & Leadership Reporting:

- Develop and maintain HR dashboards covering headcount, hiring, attrition, performance, engagement and workforce productivity.

- Analyse people trends and present actionable insights and recommendations to leadership.

- Track HR initiatives against agreed objectives and measure their effectiveness.

- Support leadership reviews with accurate workforce data, risk indicators and progress updates.

Desired Profile:

- MBA / Postgraduate qualification in Human Resources or a related discipline.

- 3 - 5 years of relevant HR experience, with meaningful exposure to Business HR / HRBP responsibilities.

- Experience partnering directly with business leaders and functional managers.

- Strong understanding of workforce planning, talent acquisition, performance management, employee relations and organisational development.

- Demonstrated ability to handle people-related decisions independently and influence stakeholders.

- Strong analytical, communication, problem-solving and stakeholder management skills.

- Ability to work effectively in a lean, fast-paced organisation and take ownership beyond defined processes.

Good to Have:

- Experience in fintech, NBFC, banking, lending, microfinance or another financial services organisation.

- Exposure to geographically distributed teams, field sales or business operations.

- Experience building HR processes and frameworks in a growing organisation.

- Familiarity with HRMS platforms, performance dashboards and people analytics.

Key Skills & Competencies:

- Business Partnering & Stakeholder Management

- Workforce Planning & Organisation Design

- Talent Acquisition & Talent Management

- Performance Management & Appraisal

- Employee Relations & Conflict Resolution

- Employee Engagement & Retention

- HR Analytics & Data-Driven Decision-Making

- Change Management & Organisational Development

- Ownership, Judgement & Execution

Key Performance Indicators:

- Timely fulfilment of approved manpower requirements and quality of hires.

- Improvement in hiring effectiveness and early-tenure retention.

- Completion and effectiveness of the performance management cycle.

- Attrition trends and retention of critical talent.

- Workforce planning accuracy and manpower productivity insights.

- Employee concern resolution and manager satisfaction.

- Execution of employee engagement and development initiatives.

- Quality and timeliness of HR analytics and leadership reporting.