Head of Human Resources - NBFC

Company Description Dhanam Investment and Finance Private Limited is a professionally managed Non-Banking Financial Company (NBFC) focused on responsible, transparent, and technology-driven financial solutions. The company serves individuals, professionals, and small businesses through products such as Gold Loans, Loan Against Property, Non-Convertible Debentures, Corporate Loans, and secure private locker facilities. Its locker services provide safe storage for valuables and documents, backed by strong security and controlled access, reflecting a commitment to customer safety and privacy. Dhanam emphasizes financial discipline, robust risk management, modern digital platforms, and strong governance with a customer-first approach. The organization continues to strengthen its technology, operations, and compliance to support responsible growth and build accessible, dependable financial pathways for India's growing economy.

Job Details:

Designation: Head – Human Resources

Department: Human Resources

Reporting To: CEO

Location: Head Office

Industry: NBFC/ Banking (Mandatory)

Employment Type: Full-time

Experience:

Preferred: 10 years of HR experience.

Candidates with NBFC experience will be preferred.

Prior experience as Head HR, Deputy Head HR, Regional HR Head, Senior HR Business Partner or HR Operations Head would be advantageous.

Key Competencies

The candidate should demonstrate:

• Strong leadership
• Strategic and hands-on HR capability
• Recruitment expertise
• Organisation-building experience
• Performance-management expertise
• Strong employee-relations capability
• Ability to handle disciplinary matters
• Strong HR analytics and MIS skills
• Commercial understanding
• Strong communication and negotiation
• High integrity and confidentiality
• Ability to manage multi-location teams
• Strong technology orientation

Ideal Candidate Profile

The ideal candidate should be able to operate at three levels:

Strategic: Organisation design, manpower planning, leadership hiring, succession and culture.

Managerial: Policies, systems, compensation, performance management, dashboards and training.

Operational: Recruitment, branch staffing, attrition control, disciplinary matters, employee disputes and senior-level hiring.

The Company is looking for a strong, hands-on HR leader who can build a scalable HR function and support the growth of a regulated financial-services organisation.

JOB DESCRIPTION:

The Head – Human Resources will lead the complete HR function and partner with the CEO and senior leadership to build a high-performance, disciplined, scalable and compliant organisation.

The role requires a strong, hands-on HR leader with expertise in manpower planning, recruitment, branch staffing, performance management, compensation, employee relations, HR compliance, learning and development, succession planning and HR technology.

Experience in an NBFC/ Banking is mandatory.

Key Responsibilities

1. HR Strategy & Organisation Development

• Develop and implement HR strategy aligned with business growth.
• Design organisation structures, reporting hierarchies, grades and manpower plans.
• Establish manpower norms for branches and departments.
• Develop job descriptions, competency frameworks and career paths.
• Support organisation restructuring and workforce optimisation.
• Develop succession plans for critical positions.
• Build leadership and internal talent pipelines.

2. Manpower Planning

• Prepare annual manpower plans based on branch expansion, business growth, AUM, customer base, portfolio size and productivity.
• Monitor approved versus actual headcount.
• Review manpower productivity and control unnecessary hiring.
• Develop branch and department staffing models.

3. Recruitment & Talent Acquisition

Lead end-to-end recruitment for:

• Branch Managers
• Sales and Relationship Managers
• Gold Loan teams
• LAP and other lending teams
• Credit
• Collections
• Operations
• Finance & Accounts
• Compliance
• Risk
• Internal Audit
• Technology
• Corporate functions
• Senior management

Responsibilities include sourcing, interviews, assessments, compensation negotiation, background verification, reference checks, recruitment vendor management and hiring TAT.

4. Branch Staffing

• Build scalable recruitment processes for branch expansion.
• Create local talent pools.
• Conduct recruitment drives.
• Monitor branch vacancies.
• Ensure critical roles are filled before branch launch.
• Monitor early attrition.

5. Employee Onboarding

Establish structured onboarding covering:

• Offer and appointment letters
• Employee documentation
• Background verification
• KYC
• Confidentiality undertaking
• Code of Conduct
• Conflict-of-interest declaration
• Policy acknowledgement
• Induction and functional training

6. Performance Management

Develop and manage a measurable Performance Management System covering:

• KRAs and KPIs
• Goal setting
• Monthly / quarterly reviews
• Annual appraisal
• Promotions
• Increments
• Variable pay
• Performance Improvement Plans
• Recognition
• Succession planning

Ensure KPIs are appropriate for each function and do not encourage poor customer conduct, weak credit quality or regulatory breaches.

7. Compensation & Benefits

• Design salary and grade structures.
• Develop incentive and variable-pay frameworks.
• Manage annual increments and employee benefits.
• Benchmark compensation against relevant industry levels.
• Ensure compensation structures support performance without creating excessive risk-taking.

8. Payroll Governance

• Ensure accurate monthly payroll.
• Validate attendance, leave, incentives and deductions.
• Maintain controls over salary changes.
• Coordinate statutory deductions.
• Monitor joining and exit settlements.
• Ensure timely full and final settlement.

9. Employee Relations & Discipline

• Employee grievances
• Workplace conflicts
• Absenteeism
• Poor performance
• Misconduct
• Disciplinary matters
• Employee complaints
• Manager-employee disputes

Establish processes for show-cause notices, investigations, enquiries, warnings, suspension and termination.

Work with Compliance, Risk, Audit and Legal in cases involving fraud, cash irregularities, document manipulation, data misuse, bribery, conflict of interest and serious misconduct.

10. Learning & Development

Build structured training programmes covering:

• Employee induction
• Leadership development
• Product training
• Sales
• Credit
• Collections
• Operations
• Customer service
• KYC / AML awareness
• Fair Practices Code
• Information security
• Data privacy
• POSH
• Code of Conduct

Maintain training completion records.

11. Leadership & Succession

• Identify high-potential employees.
• Develop future Branch Managers and Regional Managers.
• Build functional leadership pipelines.
• Promote internal career progression.
• Maintain succession plans for critical positions.

12. Attrition & Retention

• Overall attrition
• Branch-wise attrition
• Department-wise attrition
• Role-wise attrition
• Early attrition
• High-performer attrition

Conduct exit interviews and initiate corrective actions based on trends.

13. HR Compliance

Ensure compliance with applicable employment and labour requirements including:

• PF
• ESI
• Gratuity
• Bonus
• Maternity benefits
• Leave requirements
• Shops and Establishments requirements
• POSH
• Employment documentation
• Statutory registers

Coordinate with Legal or external consultants where required.

14. HR Policies

Develop and maintain policies covering:

• Recruitment
• Background verification
• Probation
• Attendance and Leave
• Transfers and Promotions
• Performance Management
• Incentives
• Code of Conduct
• Disciplinary Action
• Travel and Reimbursements
• POSH
• Conflict of Interest
• Whistleblower
• Employee Data Privacy
• Separation
• Training and Development

15. HR Technology

Drive implementation and effective use of HRMS for:

• Employee master
• Recruitment
• Digital onboarding
• Attendance
• Leave
• Payroll
• Performance management
• Training
• Document management
• Employee self-service
• HR analytics
• Approval workflows

16. HR MIS & Analytics

Provide periodic management dashboards covering:

• Headcount
• Vacancies
• Hiring TAT
• Attrition
• Payroll and manpower cost
• Branch productivity
• Employee tenure
• Training completion
• Performance ratings
• PIP cases
• Disciplinary cases
• Succession gaps

Use HR data to support manpower and people decisions.

Key Performance Indicators

• Recruitment turnaround time
• Critical vacancy levels
• Quality of hire
• Early attrition
• Overall attrition
• High-performer retention
• Manpower cost vs budget
• Payroll accuracy
• Performance review completion
• Training completion
• HR compliance
• Employee grievance resolution
• Succession coverage
• Branch manpower productivity
• HRMS adoption