ROLE SUMMARY (PURPOSE)

The National Head - Human Resources will be responsible for leading the people strategy for the Business & Personal Finance vertical, ensuring alignment between organizational goals, business growth, talent, culture, and operational excellence. The role will drive workforce planning, talent management, compensation & benefits, organization development, leadership capability, employee engagement, and HR governance while enabling sustainable business growth.

The incumbent will act as a strategic partner to the leadership team, ensuring the organization attracts, develops, engages, and retains high-performing talent while fostering a culture of accountability, customer centricity, innovation, and prudent risk management.

KEY RESPONSIBILITIES

Strategic HR Leadership & Business Partnering

- Develop and execute the HR strategy aligned to the organization's business objectives and growth plans.
- Partner with business leaders to drive organizational performance and workforce effectiveness.
- Provide strategic counsel on organization design, talent planning, culture, leadership, and change management.
- Build a high-performance culture that balances employee engagement, productivity, governance, and customer outcomes.
- Serve as a trusted HR partner to Business & Personal Finance leadership teams.
- Translate business strategy into actionable people initiatives.
- Support branch expansion, business transformation, productivity enhancement, and workforce optimization.
- Drive manpower planning and resource allocation to support business growth.

Talent Acquisition & Workforce Planning
- Develop robust talent acquisition strategies to attract quality talent across sales, operations, credit, collections, and support functions.
- Ensure timely fulfilment of manpower requirements while maintaining quality of hires.
- Build a strong talent pipeline for key and critical positions.
- Strengthen employer branding initiatives to position the organization as an employer of choice.
- Ensure compensation structures remain market competitive and aligned with business objectives.
- Lead annual salary reviews, incentive programs, and retention initiatives.

Organization Development & 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.
- Lead organizational restructuring and workforce transformation initiatives as required.
- Drive competency framework development and career progression programs

Employee Engagement

- Strengthen listening channels, grievance redressal, recognition, manager effectiveness and employee communication across regions.
- Drive engagement initiatives that enhance employee satisfaction, commitment, and productivity.




- Promote a culture of accountability, collaboration, customer focus, and ethical conduct.
- Strengthen internal communication and employee connect mechanisms.
- Drive diversity, inclusion, and employee wellness initiatives.

Capability Building & Leadership Development
- Create a role-based capability architecture for Business & personal finance 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.
- Drive enterprise-wide learning strategies aligned to future business requirements.
- Strengthen managerial and leadership capabilities through structured development interventions.
- Foster a culture of continuous learning and innovation.

HR Operations, Governance ,Analytics & digital Transformation
- Ensure first-time-right execution across the employee lifecycle from hiring and onboarding through confirmation, movement, performance, rewards, employee relations and separation.
- Ensure compliance with labour laws, company policies, delegated authority, HR budgets, audit requirements and documentation standards across all locations.
- Ensure compliance with labour laws, statutory requirements, and internal policies.
- Strengthen HR governance frameworks and process controls. .
- Ensure seamless HR operations through process efficiency and digital HR solutions.
- Leverage people analytics to support strategic decision-making.
- Develop HR dashboards and workforce insights for leadership review.
- Lead HR technology initiatives to enhance employee experience and operational efficiency.
- Drive data-driven people management practices across the organization.

Strategic Growth & New Business Initiatives
- Partner with business teams in evaluating and supporting current product launches and market expansion initiatives.
- Assess organizational readiness, capability requirements, and talent implications of new business opportunities.
- Ensure people strategies support sustainable business growth while balancing risk and reward considerations.
- Build future-ready workforce capabilities to support evolving business models and customer expectations.

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
- Strategic HR Leadership
- Business Acumen
- Talent Management
- Organization Development
- Compensation & Rewards
- Workforce Planning
- Change Management
- Stakeholder Management
- Leadership Development
- HR Analytics
- Governance & Compliance
- Innovation & Digital Mindset

Behavioral Competencies

- Strategic and business-oriented mindset
- Robust execution and delivery focus
- Ability to influence senior stakeholders
- High ownership and decision-making capability

Behavioral Attributes- Driven and in alignment with our Purpose “To transform the life of the common man by improving their financial well-being” and anchored by our core value of integrity, collaboration, and excellence.

EDUCATION / EXPERIENCE

Educational Qualification

- MBA / PGDM in Human Resources from a reputed institution.
- Additional certifications in Organization Development, Labour Laws, or Leadership Development will be preferred.

Experience

- 15-20+ years of progressive HR leadership experience. Minimum 5 years in a national or multi-region HR leadership role with direct exposure to senior business stakeholders
- Extensive experience in HR Business Partnering, Talent Management, Compensation & Benefits, Performance Management, and Organization Development.
- Strong exposure to Financial Services, NBFC, Banking, Housing Finance, or Consumer Finance sectors.
- Proven experience leading HR for a geographically dispersed workforce.
- Willingness and ability to travel extensively across business locations.

📌 National Head HR – Business & Personal Finance (Chennai)
🏢 Muthoot Fincorp
📍 Chennai