Role Overview:

The incumbent should bring a strong combination of HR business partnering, talent acquisition, performance management, compensation, employee engagement, HR operations and policy governance, with the maturity to operate in a high-performance, professional financial-services environment.

Key Responsibilities:

- Partner with business and functional leaders on manpower planning, hiring, employee matters and people-related priorities.

- Manage end-to-end recruitment, including senior and niche hiring, candidate evaluation, compensation discussions, and offer management and recruitment-consultant relationships.

- Drive the annual performance-management process, including appraisal administration, manager discussions, rating consolidation, calibration and promotion recommendations.

- Support annual compensation revision, performance bonus and reward processes, ensuring internal consistency and appropriate documentation.

- Manage key employee lifecycle processes including onboarding, confirmation, role/designation changes, employee documentation and separation.

- Handle employee relations matter and provide practical HR guidance to employees and managers.

- Support development and implementation of HR policies, SOPs and process improvements.

- Drive employee engagement, recognition, communication and selected learning/development initiatives.

- Maintain accurate employee data, HR MIS and management reports and use people data to identify trends and areas requiring intervention.

- Manage HR vendors and consultants, including commercials, service delivery and contractual terms.

- Work with managers to identify capability gaps and facilitate appropriate learning, development and managerial capability-building interventions.

- Monitor employee retention, attrition and workforce trends and recommend appropriate retention or organizational interventions.

- Participate in organizational change initiatives and support effective communication, employee transition and implementation of people-related changes.

- Contribute to building a high-performance, meritocratic and professional culture by reinforcing ownership, accountability, collaboration and appropriate workplace behaviors.

Candidate Profile:

- Postgraduate qualification / MBA in Human Resources or equivalent.

- Approximately 8-12 years of relevant HR experience in a professional-services environment.

- Strong hands-on experience across multiple HR areas rather than exposure limited to a single HR specialization.

- Experience partnering with senior business stakeholders and independently managing sensitive employee matters.

- Good understanding of performance management, compensation, recruitment and HR operations.

- Exposure to senior / leadership hiring will be preferred.

- Strong written and verbal communication skills.

- High degrees of confidentiality, maturity, judgment and attention to detail.

Key Competencies:

- Business Partnering

- Talent Acquisition

- Performance Management

- Compensation & Rewards

- Employee Relations

- HR Operations

- Policy & Process Governance

- Employee Engagement

- HR Analytics

- Stakeholder Management