1. HR Strategy & Business Alignment:
- Develop and execute the organization's overall HR strategy.
- Align HR priorities with business growth, profitability and expansion plans.
- Act as a strategic HR advisor to the CEO/MD and senior management.
- Build scalable HR policies, processes and organizational structures.
2. Organizational Effectiveness:
- Partner with business leaders on manpower planning and organizational effectiveness.
- Drive workforce productivity and optimal organization structures.
- Support business expansion through effective manpower planning.
- Provide HR interventions based on business and employee data.
3. Performance Management:
- Own the annual performance management and appraisal process.
- Establish KRAs/KPIs aligned with business objectives.
- Drive performance culture and differentiated rewards.
- Manage talent reviews, succession planning and career progression.
4. Talent Acquisition:
- Lead recruitment strategy across corporate, sales, credit, collections, risk, operations and technology.
- Drive CXO, CXO-1, CXO-2 and critical leadership hiring.
- Build strong relationships with recruitment/search partners.
- Develop talent pipelines for critical and niche positions.
- Improve quality, cost and turnaround time of hiring.
5. Compensation & Benefits:
- Lead compensation benchmarking and salary structures.
- Develop incentive and variable-pay frameworks, particularly for sales and business teams.
- Drive annual compensation planning and promotion cycles.
- Ensure internal equity and market competitiveness.
6. Talent Management & Succession Planning:
- Identify high-potential employees and critical talent.
- Develop succession plans for key leadership positions.
- Drive leadership development and career-management programs.
- Strengthen retention strategies for critical employees.
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