: Human Resources Business Partner (HRBP) LAP (Loan Against the Property)

Role Overview

We are seeking a seasoned, business-first HR Business Partner (HRBP) with a deep, proven track record in the Loan Against Property (LAP) or Mortgages sector. As a strategic partner to the senior leadership team, you will own the end-to-end talent strategy for the LAP vertical across a multi-branch regional ecosystem.

The incumbent will work closely with business leaders to drive people strategy, build organizational capability, enhance employee experience, and enable business growth through effective HR interventions.

The role requires a strong understanding of sales-driven businesses, workforce planning, talent management, employee relations, performance management, and HR analytics to sustain our aggressive business growth.

- Experience: 3-6 Years
- Travel Requirement: Andhra Pradesh And Telangana (ap-TG)

alignment, and field diagnostics)

Key Responsibilities

- Strategic Business Partnering

- Partner with Business Heads and Regional Leaders to understand business priorities and translate

them into people strategies.
- Act as a trusted advisor to business leaders on organization design, workforce planning, talent

management, and employee engagement.
- Drive organizational effectiveness and support business transformation initiatives.
- Influence leadership decisions using people insights and analytics.

2. Advanced LAP Business & Financial Acumen
- Demonstrate a deep understanding of the LAP.
- Correlate HR metrics directly with business outputs; analyze how target pressures, payout

structures, and market conditions impact headcount productivity and revenue per employee.
- Proactively forecast the talent implications of market shifts or business pivots and design





preemptive HR interventions.
- Macro-Level Attrition Strategy & Intervention

- Own the attrition mandate for the LAP vertical across all assigned branches, shifting from

reactive retention to predictive, systemic solutions.
- Conduct comprehensive root-cause analyses on regional turnover trends and present

strategic mitigation plans to executive leadership.
- Drive targeted branch-level interventions, leveraging field visits to run diagnostics on

management culture, stress points, and frontline morale.
- Design and implement high-impact recognition and cultural frameworks that counter the

inherent volatility and high-burnout setting of secured asset sales. Employee Engagement & Culture
- Drive employee engagement initiatives aligned with organizational values.
- Conduct skip-level meetings, employee connects, branch visits, and focus group discussions.
- Analyze engagement feedback and implement action plans.
- Promote a culture of recognition, collaboration, and accountability.

Employee Relations
- Resolve employee grievances in a timely and fair manner.
- Conduct investigations into disciplinary matters and recommend appropriate actions.
- Ensure compliance with company policies and the Code of Conduct.
- Drive awareness of HR policies and best practices.

HR Operations & Compliance
- Ensure adherence to HR policies and processes- attendance, leave management, probation





confirmation, and documentation.
- Drive HR governance and process standardization across regions.

Data Analytics & Reporting
- Develop and present HR dashboards for leadership review.
- Analyze trends in attrition, hiring, productivity, attendance, engagement, and performance.
- Recommend actionable interventions based on data insights.

4. Succession Planning & Talent Architecture
- Lead the bi- annual/annual talent review across the LAP branch network to identify High-

Potential (HiPo) talent.
- Build and maintain a robust leadership pipeline for critical, revenue-generating roles (e.g.,

Cluster Managers, Regional Heads, Credit Committee Members).
- Mitigate organizational risk by ensuring zero business disruption during key leadership

transitions. Candidate Profile & Requirements
- Experience: 3-6 Years of progressive HRBP experience, with at least 2+ years specifically

embedding within a Loan Against Property (LAP), Mortgages, or Secured Assets division
- Strategic Capability: Proven ability to transition seamlessly between high-level boardroom

strategy and field-level execution during multi-branch visits.
- Gravitas & Influence: Exceptional communication and negotiation skills. You must possess

the professional maturity to handle conflict, manage strong sales personalities, and influence senior leaders who prioritize revenue.
- Analytical Prowess: Highly numbers-driven; adept at using HR analytics, business

dashboards, and predictive metrics to drive people decisions.
- Travel Readiness: Complete willingness to travel across the assigned multi-branch territory.

You believe true HR strategy is built by understanding ground realities first-hand.

📌 HRBP (Hyderabad)
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