1. About OSB India Pvt Ltd:

OSB India is an offshore subsidiary of One Savings Bank Group plc., the UK based Challenger Bank. OSB India was incorporated in 2004 as a key part of the One Savings Bank business strategy to provide operational service support.

OSB India works with the Banks trading brands in the UK, providing exceptional customer support and service delivery to new and existing customers.

OSB India also prides itself for offering operational excellence by devising and utilizing process improvements and functional efficiencies.

2. Job Purpose:

This role combines the responsibilities of Strategic People Business Partner and Head of People, OSBI, serving as a trusted adviser and critical friend to the Executive Director, OSBI, and the wider senior leadership team. The role is responsible for shaping and delivering people strategies that enable business performance, support the achievement of commercial and strategic objectives, and ensure the organisation has the capability, culture and leadership required for sustainable success.

Working in close partnership with the Group People Director and senior leaders within the wider Group People Function, the role provides leadership and oversight of people-related programmes and initiatives which align with and support the Groups People Plan. This includes working seamlessly with UK based People Business Partners who support Executive Committee Members and their respective direct reports who have functional resources based in OSBI, ensuring a coordinated, consistent and globally connected people agenda.

As Head of People for OSBI, the role plays a key leadership position in supporting and enabling progression toward a mature Global Capability Centre (GCC) model as well as a seamless and globally connected HR Shared Service model. The role holder will be required to act as a visible and behavioural role model to around 1,000 OSBI colleagues as well as acting as the local leader for People Function colleagues based in OSBI, working within a matrix reporting environment and in genuine partnership with functional managers who are based in the UK.

Ultimately, the role is accountable for aligning people strategy with business strategy, ensuring OSBI has the organisational capability, culture, talent and structure required to achieve its current and future business objectives.

3. Core Responsibilities:

- Partner with the Group People Director and People Function senior leadership team members to build capability of OSBI based members of the People Function, developing future leaders and strengthening specialist expertise.

- Lead strategic workforce planning and Target Operating Model design for OSBI functions, partnering where appropriate with People Transformation colleagues to ensure that OSBI has the right skills, structures and resources that are required to deliver established strategic priorities.

- Partner with People Function senior leadership team members to ensure OSBI alignment with established programmes relating to job families, grading structures, job titling and organisational design principles.

- Partner with the Group Head of Talent Acquisition, to oversee OSBI recruitment activity and either the timely hiring of strong external candidates or the appropriate progression of existing internal talent.

- Strengthen management and leadership capability across India through coaching, development planning, and targeted interventions in partnership with the groupwide Learning & Skills and Talent centres of excellence.

- Oversee the deployment of effective performance management cycles throughout OSBI in line with group wide mechanisms, ensuring consistency, fairness, and meaningful outcomes.

- Partner with the Reward Director to oversee the provision of effective OSBI related employee benefits and deployment of reward mechanisms which align with established group wide mechanisms.

- Work in partnership with the People Function senior leadership team in the restructuring of the function and the associated embedding of a globally consistent HR Shared Service model, ensuring seamless processes and colleague experience.

- Partner with the Executive Director, OSBI & Group People Director to establish, monitor and deliver agreed SLAs, KPIs, and service standards for India HR operations.

- Support the design and evolution of the GCC operating model, ensuring clarity of roles, capability requirements, and future workforce needs.

- Support the continuous improvement, optimisation and automation of HR processes which enhance efficiency and accuracy.

- Partner with the Group Head of Internal Communications, Engagement & Culture to identify and progress engagement initiatives throughout OSBI, using insights to shape action plans and strengthen colleague experience.

- Promote inclusion and belonging in partnership with the Groups DE&I Specialist, ensuring identified India-specific initiatives align with Group DE&I priorities.

- Establish initiatives and approaches which ensure a positive, transparent, and collaborative working environment throughout OSBI.

- Partner with the UK based Payroll Lead to provide local oversight of accurate and timely monthly payroll processing as relating to all OSBI colleagues.

- Oversee the effective progression of OSBI related employee relations issues, ensuring that processes are followed in line with local procedures and labour law, personally progressing high profile cases or those relating to senior colleagues.

- Partner with OSBIs Legal and Compliance teams to mitigate risks and maintain consistent governance with employee matters and compliance with Indian Labour Law.

- Champion OSB Groups culture and values, ensuring they are embedded consistently throughout OSBI.

- Ensure all bespoke OSBI related people policies are relevant, up-to-date, and aligned with Group standards.

- Management of both OSBIs people related costs and the OSBI People Functions costs in line with agreed budgets.

- Line manage and coach all direct reports, including all aspects of performance management, development, conduct, sickness management, appraisals, employee administration and recruitment (in conjunction with matrix managers).

- Maintain the companys compliance standards and ensure timely completion of all mandatory training modules/attestations.

- Assume responsibility delegated by the Executive Director to act as the Relationship Owner and primary contact for all OSBI services being outsourced to the Group.

4. Experience Requirements:

- Significant experience leading an HR function, preferably within a UK-headquartered organisation and ideally within the financial services sector (minimum five years).

- Demonstrable experience operating as a Strategic HR Business Partner to senior executives and leadership teams, influencing people and business outcomes (minimum three years).

- Proven experience managing a broad range of complex employee relations matters, providing commercially balanced and risk-aware solutions (minimum five years).

- Experience leading organisational design, workforce planning and people transformation initiatives that support business growth and organisational effectiveness (minimum three years).

- Experience of redesigning, simplifying and/or automating people processes to improve efficiency, service delivery and colleague experience is highly desirable.

- Experience operating in a leadership role within an HR Shared Services environment, including working effectively within a matrix management structure, is highly desirable.

- Experience applying formal job evaluation, job classification and salary benchmarking methodologies, including Willis Towers Watson Global Grading, is highly desirable.

- Previous experience using the Ceridian Dayforce HRIS is desirable.

5. Knowledge Requirements:

- Specialist knowledge of Indian labour law and current industry best practice is essential.

- Specialist knowledge of employee management and performance management processes is essential.

- In-depth understanding of strategic people management, including talent management, succession planning, workforce planning, organisational design and leadership development is essential.

- Strong understanding of shared services, centres of excellence and business partnering models within a modern People Function is essential.

- Understanding of culture, engagement and inclusion strategies and their impact on organisational performance is essential.

- Understanding of Global Capability Centre (GCC) operating models is highly desirable.

- Knowledge of organisational change, transformation and change management principles and methodologies is highly desirable.

- Knowledge of HR governance, risk management and regulatory considerations, ideally within a regulated financial services environment is highly desirable.

- Robust knowledge of Willis Towers Watsons Global Grading system and the related job classification process is desirable.

6. Skill and Competency Requirements:

- Strategic Thinking & Long-Term Planning - Demonstrates the ability to think strategically, anticipate future challenges and opportunities, and translate long-term objectives into actionable plans.

- Commercial & Business Acumen - Applies strong commercial awareness and business insight to support sound decision-making and deliver organisational value.

- Leadership & Change Management - Proven ability to lead, coach and develop high-performing teams, while successfully driving organisational change and transformation.

- Communication & Presentation Skills - Excellent verbal, written and presentation skills, with the ability to communicate complex information clearly, engage diverse audiences and adapt messaging to meet stakeholder needs.

- Stakeholder Engagement & Influencing - Builds credibility and trusted relationships with stakeholders at all levels, including senior executives, and effectively influences outcomes in a collaborative manner.

- Analytical & Critical Thinking - Applies strong analytical skills, attention to detail and sound judgement to solve complex problems and make informed decisions.

- Collaboration & Relationship Building - Establishes strong working relationships based on trust, collaboration and mutual respect, actively sharing knowledge and driving collective success.

- Cross-Cultural Working - Works effectively across diverse cultures, geographies and business environments, building strong and productive international relationships.

- Resilience & Adaptability - Operates effectively in ambiguous and complex environments, demonstrating resilience, adaptability and sound judgement when navigating competing priorities.

- Self-Management & Delivery Focus - Highly organised and self-motivated, with the ability to manage multiple priorities, work independently and consistently deliver high-quality outcomes to demanding deadlines.

7. Required Qualifications/Certifications:

- Relevant professional HR qualifications are essential.

8. Responsibilities re Information Security Management System (as per ISO 27001 Certification Requirements):

- Ensure strict adherence to companys security policies and procedures (for ex: Password policy, clear screen and clear desk policy, etc.)

- Take ownership of all the assets/information assigned and secure it in compliance with ISO 27001 standard implemented in the company.

- Co-operate and co-ordinate for the internal audits conducted in the company (complying to ISO 27001 standard).

- Report to the Incident Response Manager, any incidents you come across in the office with regard to Security threats like threats to physical asset & stored information or any risks detrimental to the Security Policies of the company, etc.

- Responsible to supervise in ensuring that all personnel reporting to you shall observe all Security requirements and be appropriately trained in Security.