ROLE SUMMARY (PURPOSE)

The National Head HR will lead the people strategy and end-to-end HR agenda for the Business & Personal Finance branch businesses across India. The role will partner closely with business leadership to enable profitable growth, AUM expansion and strong P&L; outcomes through timely workforce deployment, high-quality hiring, leadership capability, performance discipline, employee engagement and retention.

The incumbent will build consistent employee experience across the lifecycle while ensuring cost optimisation, governance, statutory compliance and data-led decision-making.

KEY RESPONSIBILITIES

Business Partnership & People Strategy

- Translate the lending business strategy, annual operating plan and growth priorities into a national people plan covering organisation design, workforce capacity, productivity, capability and culture.
- Act as the principal HR advisor to the Secured and Unsecured Lending leadership teams on people risks, organization effectiveness, leadership decisions and change management.
- Review HR and business indicators, manpower cost and attrition
- Lead HR support for new products, channels, geographies and branch launches; ensure agreed staffing is hired, onboarded and deployment-ready at least 30 days before launch.

Workforce Planning, Talent Acquisition & Cost Optimisation
- Own national manpower planning, hiring budgets and fulfilment governance for frontline, branch, sales, credit, collections, operations and leadership positions.
- Drive role-wise hiring turnaround times from the date of vacancy/resignation
- Improve quality of hire through selection standards, role fitment, early productivity tracking and prevention of infant attrition.
- Optimise sourcing with minimum contribution from employee referrals (20%), internal HR recruiters (15%) and job portals (20%).
- Ensure zero offers above the approved salary grid without authorised exception and maintain rigorous controls over hiring cost, grade and compensation fitment.

Performance, Productivity & Talent Management
- Institutionalise goal setting, performance reviews, productivity standards and consequence management aligned to business outcomes and role scorecards.
- Build succession plans and leadership pipelines for critical business roles; identify HiPos and create differentiated development and career-progression plans.
- Drive internal mobility, promotions and development opportunities based on performance, potential, readiness and business need.
- Maintain at least 95% retention of identified HiPos through career progression, targeted development and continuous engagement.

Employee Engagement, Culture & Retention
- Develop a national engagement and retention strategy with special focus on frontline sales, collections, branch and hard-to-fill locations; drive overall attrition below 15%.




- Achieve employee engagement and Great Place to Work scores of 86% or above and strengthen the employer brand through authentic employee experience.
- Maintain strong external employer ratings, including AmbitionBox at 4.5 and Glassdoor above 4.0, through sustained workplace improvements and responsible review management.
- Strengthen listening channels, grievance redressal, recognition, manager effectiveness and employee communication across regions.

Capability Building & Leadership Development
- Create a role-based capability architecture for secured and unsecured lending covering sales, credit, underwriting, collections, risk, operations and people leadership.
- Use capability assessments and performance data to identify skill gaps and deliver learning interventions jointly with business and L&D; teams.
- Build manager capability in coaching, performance conversations, employee relations, compliance and ethical decision-making.
- Measure learning effectiveness through productivity, incentive attainment, role readiness, internal movement and retention outcomes.

HR Operations, Governance & Analytics
- Ensure first-time-right execution across the employee lifecycle from hiring and onboarding through confirmation, movement, performance, rewards, employee relations and separation.
- Establish service-level agreements, dashboards and review mechanisms to improve turnaround time, employee delight and internal customer experience.
- Target an internal customer engagement score above 4.0 for business partnering and recruitment services.
- Ensure compliance with labour laws, company policies, delegated authority, HR budgets, audit requirements and documentation standards across all locations.
- Use HR analytics to monitor hiring TAT, source mix, quality of hire, attrition, diversity, productivity, engagement, HiPo retention, cost and employee lifecycle service levels.
- Lead strategic HR projects and enterprise-wide change programmes assigned by the CHRO or business leadership

KEY INTERACTIONS

Internal Stakeholders

- CHRO and Corporate HR leadership
- CEO and Business Heads BUSINESS & PERSONAL FINANCE
- National/Zonal business, sales and collections leaders
- Credit, Risk, Operations, Finance, Legal, Compliance, Audit and Technology teams
- Talent Acquisition, HR Business Partners, C&B;, L&D;, HR Operations, Employee Relations and HR Analytics teams
- Branch Managers and employees across business locations

External Stakeholders
- Recruitment partners, job portals and assessment providers
- Industry bodies, academic institutions and talent-market networks
- Labour-law advisors, statutory authorities and auditors, as required




- Employer-brand, survey and workplace-certification agencies

KEY DECISION TAKEN
- Workforce deployment and HR operating plans within approved strategy and budgets.
- Hiring channels, sourcing mix, selection governance and deployment priorities within approved manpower and compensation grids.
- Organisation structure, role design, spans/layers and workforce movement recommendations in partnership with business leadership.
- Talent segmentation, HiPo identification, succession slates, development actions and retention interventions.
- Performance, engagement, productivity and attrition interventions based on business and people analytics.
- Employee-relations actions and policy interpretation within delegated authority; escalation of high-risk matters to the CHRO, Legal or appropriate committee.
- HR vendor evaluation and recommendations within procurement and delegation-of-authority norms.
- Escalation or rejection of deviations relating to compensation, grade fitment, headcount, compliance or policy.

KEY SKILLS & BEHAVIOURAL ATTRIBUTES
- Strong understanding of Business & Personal Finance branch and field operations, sales, credit, collections, risk and customer dynamics.
- Credibility to advise senior leaders, challenge constructively and align diverse stakeholders.
- Expertise in workforce planning, talent acquisition, performance, succession, leadership development and retention.
- Comfort with dashboards, workforce economics, productivity measures and evidence-based decisions.
- Ability to lead growth, restructuring, integration and culture change across dispersed teams.
- Strong governance, prioritisation, review discipline and focus on first time-right delivery.
- Sound judgement in sensitive cases, investigations, labour compliance and risk management.
- Transparent, persuasive communication across executive, managerial and frontline audiences.

EDUCATION / EXPERIENCE
- Postgraduate degree or MBA/PGDM in Human Resources Management or an equivalent discipline from a recognised institution.
- 15–20 years of progressive HR experience, including substantial experience as a senior HR Business Partner or HR leader for a large, geographically dispersed workforce.
- Minimum 5 years in a national or multi-region HR leadership role with direct exposure to senior business stakeholders.
- Strong preference for experience in banking, NBFC, financial services, secured lending, unsecured lending, microfinance, insurance or another high-volume branch/field-led business.
- Demonstrated success in scaling teams, improving hiring quality and TAT, controlling attrition, developing leadership pipelines, strengthening engagement and delivering organisation change.
- Working knowledge of Indian labour laws, employee relations, compensation governance, HR technology and people analytics.
- Willingness and ability to travel extensively across business locations.

📌 National Head HR - Business & Personal Finance (Chennai)
🏢 Muthoot FinCorp (MFL)
📍 Chennai