Job Summary

Build the people system behind Finovista s next stage of growth This is not an HR administration role with strategy added on. We are looking for a hands-on HR leader who can raise the quality of talent we attract, create structures that help strong people stay and grow, strengthen compliance and governance, and build the workforce discipline required for a scaling organisation.

Finovista operates at the intersection of development, innovation and finance. As the organisation grows, our people systems must grow ahead of it not behind it.

- Raise Talent Density
- Build for Scale
- Build Systems Processes
- Run HR Vertical Well

The Mandate

- Talent Density Strategic Hiring: build a sharper recruitment engine for priority, specialist and leadership roles; improve quality of hire, talent pipelines, assessment discipline and offer-to-join conversion.
- Workforce Succession Planning: anticipate capability gaps, identify critical roles, maintain succession visibility, create bench strength and support structured internal mobility as Finovista expands.
- Retention Performance: strengthen role clarity, KRAs, feedback, appraisal and development systems so high performers know what great looks like and have reasons to build their careers here.
- HR Governance Compliance: own HR policies, employment documentation, POSH coordination, confidentiality, employee relations, statutory/employment-law compliance and audit-ready records.
- People Operations: ensure onboarding, payroll inputs, attendance/leave, benefits, HRMS/MIS, employee records, exits and day-to-day HR services run accurately and predictably

What You Will Own

Talent Acquisition Employer Brand

- Partner with leadership on annual and project-linked manpower plans.
- Source and assess high-quality candidates through direct search, networks,



campuses and specialist agencies.
- Build strong JDs, talent pipelines, candidate experience and hiring metrics.

Organisation Talent Strategy

- Map critical capabilities and roles needed for the next stage of growth.
- Support organisation design, career pathways, internal mobility and succession plans.
- Use performance, engagement and attrition data to strengthen retention and people leadership.

Performance, Learning Culture

- Design and improve KRAs, goal setting, reviews, feedback and PIPs.
- Translate capability gaps into practical learning and leadership-development plans.
- Use engagement, stay/exit insights and recognition to strengthen culture and retention.

Compliance HR Operations

- Keep HR policies, SOPs, contracts, NDAs and employee processes current and compliant.
- Coordinate payroll, benefits, attendance, onboarding, probation and exits with Finance/Admin.
- Maintain HR dashboards and handle employee relations with discretion, fairness and sound judgement.

What Success Looks Like in This Role

- Better talent, not simply more hiring Priority roles close with stronger candidates, better assessment and a healthier pipeline.
- Critical roles have a plan Leadership can see capability gaps, succession options, retention risks and hiring priorities ahead of time.
- High performers can grow here Career progression, feedback, recognition and development become more structured and credible.
- HR becomes a management system Data,



policy, compliance and people processes support faster, better organisational decisions.

Who Will Thrive Here

A strong HR generalist with depth in talent acquisition and enough strategic maturity to advise leadership while remaining comfortable executing the detail. Demonstrable experience in recruitment, performance management, HR policies/compliance, employee lifecycle and workforce planning in a growing organisation. Comfort working in consulting, professional services, programme management, development, technology or another project-driven environment where teams and skill needs evolve quickly. Robust working knowledge of Indian employment practices, HR documentation and compliance; practical familiarity with POSH and employee-relations processes. Analytical and systems-oriented: able to use HR data, Excel/HRMS and dashboards to identify patterns and drive decisions. High judgement, discretion and ownership. You can handle sensitive people matters, challenge constructively and move between leadership conversations and operational execution.

Qualifications Experience

- Education: Mandatory Mandatory and preferred education in HR (Business, Management or a related discipline; MBA/Master s in HR).
- Experience: Minimum experience 5 years (Required) Relevant HR experience with clear evidence of independently owning recruitment and core HR processes. Experience in a scaling SME, consulting/professional-services firm or development-sector organisation will be valued.

Disclaimer: This job posting has been aggregated from external source. Role details, content, and availability are subject to change. Applicants are advised to confirm the latest information directly on the company website before applying.

📌 Manager - People , Talent & HR Strategy (New Delhi)
🏢 Finovista
📍 New Delhi