Description:
Reporting To: Head of HR
Role Type: Individual Contributor
Role Context:
At Stashfin, we are scaling rapidly across technology, operations, and customer- facing teams. As we grow, building a high-performance, high-skill organization becomes critical.
This role will anchor two core levers of that journey:
1. Capability Building (L&D)
2. Performance Management (PM COE)
This is not a program management role it is a build-from-scratch + drive adoption role, requiring strong ownership, business alignment, and execution rigor.
What You Will Own
1. Build the Learning Engine (Not Just Programs)
- Define capability frameworks across key functions (Tech, Risk, Ops, Collections, Customer Experience)
- Identify current vs future skill gaps aligned to business growth
- Design targeted upskilling interventions (not generic trainings)
- Build structured learning journeys for:
o Frontline Ops / Collections teams
o First-time managers
o High-potential talent
- Drive adoption of digital learning platforms + blended learning models
- Track effectiveness via business-linked metrics (not just completion rates)
Focus: Move from training capability building measurable business impact
2. Build and Run a High-Rigor Performance System
- Design a clear, simple, and scalable performance management framework
- Drive the end-to-end performance cycle:
o Goal setting (aligned to business metrics)
o Mid-cycle reviews
o Annual evaluations & calibration
- Improve quality of goal setting (shift from activity outcomes)
- Build strong calibration mechanisms to ensure fairness and consistency
- Enable managers to:
o Give structured feedback
o Differentiate performance effectively
- Create clear linkages between performance, rewards, and growth
Focus: Move from process performance culture
3. Drive Manager Effectiveness (Critical Lever)
- Build toolkits and frameworks for:
o Goal setting
o Feedback conversations
o Performance improvement plans
- Run targeted interventions to improve manager capability at scale
- Track and improve manager effectiveness as a metric
4. Systems, Data & Governance
- Leverage HRMS to fully automate performance and learning workflows
- Build dashboards on:
o Skill gaps vs business needs
o Performance distribution & trends
o Learning impact
- Drive data-backed decision making, not intuition-led HR
- Establish SOPs and governance for consistency across teams
5. Stakeholder Alignment & Adoption
- Work closely with business leaders to drive adoption of frameworks
- Act as a thought partner on capability and performance
- Drive strong communication and change management across org
What Success Looks Like (1218 Months)
- Performance management runs as a clean, predictable, high-quality system
- Clear performance differentiation across teams (no rating inflation)
- Measurable improvement in key capability areas (Ops efficiency, Collections productivity, etc.)
- Managers independently run effective goal-setting and feedback cycles
- L&D shifts from training calendar capability engine
Who This Role Is For:
- 6 - 10 years of HR experience with strong exposure to L&D and/or Performance COEs
- Has built frameworks from scratch in a fast-paced environment
- Strong understanding of business metrics (especially in ops-heavy setups)
- High ownership mindset comfortable operating as a standalone driver
- Data-driven and structured in thinking
- Able to push stakeholders and drive adoption (not just support)
What Will Not Work Here:
- Pure training coordinators / program managers
- Candidates who have only run existing PMS cycles without redesigning them
- Low ownership / dependency on large teams
Why This Role Matters at Stashfin
This role directly impacts:
- How fast we build capability at scale
- How effectively we differentiate and reward performance
- How strong our manager layer becomes
In short this role helps define how Stashfin scales its people quality, not just headcount.
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