Head HR

Job highlights

• MBA/PGDM in HR with 15+ years HR experience in regulated financial services, expertise in multi-state labour law compliance, ESOP design, and HR governance in listed NBFCs
• Lead HR for a multi-state branch workforce including culture building, workforce planning, hiring, L&D, retention, succession planning, performance management, compliance, and HR operations

Role : Head - HR

Location : Mumbai

Works closely with: Business and Branch heads, Risk, Compliance, Finance, Internal Audit and the Nomination and Remuneration Committee

Role summary

Arvog (Finkurve Financial Services Limited) is a listed, gold-loan-led NBFC backed by the Augmont Group, operating through a branch network across four states. The company has 120+ branches and is expanding its network and product range.

The Head HR owns the people agenda for a distributed, branch-led workforce. The role builds the frontline and leadership capability the business needs to scale and runs HR governance to the standard expected of a listed, RBI-regulated lender.

Key responsibilities

1. Culture

• Define and embed the values and conduct standards expected at every level, with a clear emphasis on ethics, accountability and customer focus.
• Build a culture of compliance and integrity across the branch network.
• Lead change management as the organization scales and adds new businesses.

2. Workforce planning, Hiring and Induction

• Own the manpower model and branch staffing norms and keep branches staffed to plan.
• Run frontline hiring at volume for existing and new branches, with background verification on every hire.
• Lead hiring for senior leadership and critical roles.
• Build a structured induction that gets new frontline hires productive quickly.

3. Learning and Development

• Build role-based training for branch staff, including gold appraisal, customer handling, sales and compliance.
• Develop branch managers and cluster managers as the first line of people leadership.
• Measure training by what changes on the job, not by hours delivered.

4. Attrition, Retention and Employee Engagement

• Track attrition by role, tenure and location and act on the causes of regrettable and early exits.
• Design retention programs for critical roles and high performers.
• Build listening channels between leadership and the field, including town halls, branch visits, skip-level meetings and a grievance process that staff trust.
• Run rewards and recognition programs that reach frontline staff as well as head office.
• Run a regular engagement survey, share results by branch and function and hold managers accountable for their action plans.
• Own employee wellbeing and benefits.
• Own the employee value proposition and employer brand.

5. Succession and Leadership Pipeline

• Identify critical roles and maintain a named successor plan for each.
• Build an internal pipeline from branch to cluster, regional and head-office roles.
• Present succession readiness for senior management to the CEO and the Nomination and Remuneration Committee.

6. Performance, Grading and Compensation

• Run the goal-setting and appraisal process, with clear KRAs for every role.
• Own the grade and designation structure and keep it consistent across functions.
• Design fixed pay, frontline incentives, variable pay and ESOPs that are competitive, equitable and linked to performance.
• Prepare the manpower budget and manage employee cost against it.

7. Governance, Compliance and HR operations

• Ensure compliance with labour laws across all operating states, POSH and the RBI and SEBI requirements that apply to senior management pay and ESOPs.
• Run disciplinary and employee relations processes and work with Risk and Internal Audit on employee fraud and misconduct.
• Own payroll, the HR system and HR policies.
• Report people metrics to management and the Board, including workforce productivity alongside the business heads who own it.

Success Measures

• Culture and engagement survey score
• Branch staffing against norm, and time-to-fill for critical roles
• Time-to-productivity for new frontline hires, and share of branch staff certified for their role
• Regrettable attrition, and first-year attrition of new hires
• Share of critical roles with a ready successor, and share of leadership roles filled internally
• Appraisal cycle completed on time and employee cost against the approved manpower budget
• No adverse audit or regulatory observations on HR matters

Candidate Profile

• MBA or PGDM in HR, or an equivalent qualification.
• Minimum 15 years of progressive HR experience, with at least five years leading the HR function.
• Experience in an NBFC, bank or other regulated financial services business is required.
• Experience managing HR for a large, multi-state, branch-based frontline workforce is required. Gold loan, microfinance or retail lending experience is preferred.
• Hands-on experience designing grade structures, frontline incentive schemes and ESOPs.
• Working knowledge of multi-state labour law compliance and of HR governance in a listed, RBI-regulated company.
• Experience presenting to a Board or a Nomination and Remuneration Committee.
• Commercially minded, comfortable with data and able to hold a manpower budget.
• Excellent leadership, communication, influencing and stakeholder management skills.
• High integrity, with the judgment to handle misconduct and disciplinary matters firmly and fairly.