Bajaj Capital has led India’s financial services landscape for over 61 years. The Business HR (BHR) is the HR Exco’s frontline representative embedded within the Retail Business Channel, directly accountable for two outcomes: building the zone’s sales and business capacity through disciplined, targeted hiring, and keeping that capacity productive and retained through active engagement, performance enablement and employee relations. The BHR converts central HR strategy – talent acquisition, HR operations, PMS, engagement and L&D; – into on-ground zonal execution, and is the first point of accountability for the health, size and productivity of the zonal workforce.

Locations - Mumbai , Bangalore, Hyderabad, Kolkata & Delhi

Key Responsibilities

1. Zonal Hiring & Resourcing (Primary Accountability)

- Manpower Planning: Partner with Zonal / Regional Business Heads to translate business and revenue targets into monthly and quarterly hiring plans for sales and business roles.
- End-to-End Hiring: Own requisition-to-joining for the zone – sourcing (with Central TA’s Sales Hiring Lead), screening, structured interviews, offer negotiation and closure – for front-line and mid-level business hires.
- Vacancy & TAT Ownership: Track and close open positions against defined TAT and cost-per-hire benchmarks; escalate sourcing bottlenecks to the Central TA team.
- Quality of Hire: Ensure hiring decisions are validated against role-fitment and productivity benchmarks, not headcount alone; monitor early attrition and offer-to-join drop-off as leading indicators of hiring quality.

• Internal Mobility: Identify and route internal talent for lateral moves and promotions within the zone before defaulting to external hiring.

2. Engagement, Retention & Productivity (Primary Accountability)

• Engagement Ownership: Design and run a zonal engagement calendar (aligned to the central PMS & Engagement framework) – connects, R&R;,



team-building – and track participation and pulse-survey scores.

- Retention Management: Own the zone’s voluntary attrition number; analyse monthly attrition and exit-interview data to identify root causes and drive manager-level retention action plans, with special focus on first-year and high- performer attrition.

• Stay Interviews & Early Warning: Run structured stay interviews and flight-risk check-ins with critical talent; intervene proactively with business managers before resignations.

- Performance & Productivity Enablement: Partner with the central PMS & Engagement Lead to drive goal-setting, mid-year and annual review completion, and R&R; programs; coach frontline managers on performance conversations and PIP handling.
- Productivity Diagnostics: Track zone-level productivity metrics (business generated per employee, ramp-up time for new hires, activation rates) jointly with business leadership and flag capability or engagement gaps affecting output.

3. Employee Relations, Compliance & Operations

• Employee Relations: Handle grievances, workplace conflicts and disciplinary matters for the zone; conduct fact-based ER investigations in line with Indian labour law and escalate serious matters to central HR.

- Onboarding & Statutory Compliance: Ensure 100% compliant onboarding (documentation, background verification) for current joiners in coordination with HR Operations.
- HR Operations Liaison: Act as the zonal single point of contact for Payroll, Compliance and HRMS – validating inputs (attendance,



exits, payroll changes) and ensuring data accuracy in the HRMS.
- L&D; Coordination: Facilitate rollout of central L&D; programs in the zone; identify zone-specific skill gaps and feed them into the L&D; calendar.

• HR MIS & Reporting: Maintain and report zonal dashboards – headcount, hiring funnel, attrition, engagement and compliance – to the CHRO / HR Exco on a defined cadence.

Requirements

- 8 to 10 years of progressive HR experience with demonstrated ownership of both talent acquisition and generalist/HRBP responsibilities, ideally for on-ground sales or distribution teams.
- Prior exposure to BFSI, broking, insurance, wealth management or financial services strongly preferred.
- Track record of closing sales/business hiring targets within TAT, and of running engagement or retention interventions with measurable impact on attrition.
- Working knowledge of Indian employment law, statutory compliance and workplace investigation protocols.
- Proficiency with HRMS, applicant tracking systems (ATS) and HR dashboards/MIS.
- Strong stakeholder management – ability to influence zonal sales leadership while representing central HR policy and standards.
- Willingness to travel within the assigned zone to branch/business locations.
- Master’s degree in Human Resources, Business Administration, or a related field.

Nice-to-Haves

- Experience hiring for broking, insurance or investment-advisory sales verticals.
- Familiarity with regulatory/licensing documentation specific to BFSI sales hiring (e.g., AMFI/IRDAI-linked certifications).
- Demonstrated success designing a zonal engagement or retention program that measurably reduced voluntary attrition.
- Exposure to productivity or incentive-linked HR frameworks in a sales-driven organisation.

Interested one's can share CV at [email protected]

📌 Business HR (Mumbai)
🏢 Bajaj Capital
📍 Mumbai