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 solid 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 new 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
• Strong 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 (Chennai)
🏢 Muthoot Fincorp
📍 Chennai