Senior Human Resources Generalist

1. Basic Position Details

• Position Title: HR (Senior level)
• Department/Vertical: Human Resources
• Location: Corporate Office, Mumbai
• Reporting To (Designation): Joint General Manager

2. Candidate Profile Requirements

A. Mandatory Criteria

• Age Limit as on: 40-45 years as on 01.01.2026
• Education Qualification: MBA – Human Resource Management
• Minimum % Required: 60%
• Minimum Experience Required: 12-15 years

B. Preferred Criteria (if applicable)

• Must Have Skills & Competencies:

1. Strong exposure to HR strategy, performance management, L&D, and recruitment.
2. Proven ability to lead and execute HR projects independently.
3. Excellent communication, cross-functional coordination, and stakeholder management.
4. Strong analytical and problem-solving skills.
5. Hands-on experience in large organizations with pan-India operations, managing and navigating complex, multi-layered organizational structures.
6. Experience in environments where HR policies are centrally designed and locally executed, ensuring consistency while addressing regional needs.
7. Strong capability in developing, documenting, and standardizing HR policies and SOPs aligned with organizational objectives.
8. Relevant Industry/Domain Experience: Housing finance/financial services ecosystem

• Certifications (if any): Certification in Excel
• Languages Required: English / Hindi

3. Interview & Selection Process

• Interview (Online / In-person): Face to Face Interview

• Any other important instructions: High proficiency in Microsoft Office, MIS, and HRMS platforms.

4. Roles & Responsibilities

Talent Acquisition & Manpower Planning

• Lead end-to-end recruitment for all cadres and critical roles.
• Develop annual manpower plans in collaboration with business heads.
• Coordinate with recruitment agencies, consultants, and job portals.
• Drive hiring for leadership and niche positions.
• Manage internal promotion processes, including conduct of written exams and interviews in coordination with IT and Regional Offices.
• Finalize and communicate promotion and transfer lists across the organization. Ensure proper transfer entries, mapping, and joining compliance post-promotion/transfer.

Learning & Development

• Design and implement L&D frameworks aligned with regulatory and organizational requirements, working on HR system for training needs & developing training master.
• Conduct Training Needs Identification (TNI/TNA) with Department Heads.
• Implement behavioral, functional, compliance, and leadership development programs.
• Manage training calendars, vendor partnerships, and training effectiveness reviews.
• Conduct sensitization and communication workshops for HR-linked processes (e.g., PLI parameters, new HR policies, engagement programs).

HR Operations & Employee Lifecycle Management

• Oversee onboarding, induction, confirmations, promotions, transfers, and employee record management.
• Manage the absorption of Management Trainees, confirmation of probationers, including quarterly appraisal cycles.
• Review and update employee reporting hierarchy annually across all functional units.
• Ensure accurate mapping of reporting relationships, department allocation.
• Float and ensure submission of Property Returns, P Forms, Request Transfers, and Special Appraisals.
• Ensure all formalities done as per regulatory norms for apprentices.
• Manage creation and maintenance of employee master data in HR system, including login creation and bulk rectification of data inconsistencies.
• Provide operational support to Regional Offices for all HR processes including hiring, transfers, separations and HRMS support.
• Handle end-to-end employee separation process including document verification, preparation of approval notes, issuing relieving and experience letters, and coordination with Regional Offices for cases approved at the regional level.

Wage Revision, Compensation & Benefits

• Coordinate for salary benchmarking, wage revision exercises and compensation restructuring with consultants.
• Manage salary fitments, CTC modelling, and compensation proposals during hiring, promotions, or special cases.
• Conduct periodic review of employee compensation and benefits.
• Lead annual review of PLI parameters and facilitate approvals from NRC.
• Publish PLI parameters, conduct sensitization on PLI framework, and respond to employee queries.
• Ensure accuracy of department coordination regards to PLI dashboard and facilitate data consolidation for calculation of PLI eligibility.
• Oversee creation of PLI calculation sheets and ensure timely disbursement of PLI.

Performance Management

• Drive the goal-setting cycle, mid-year reviews, and annual performance appraisal process.
• Ensure KRA/KPI alignment with business objectives.
• Float annual and special appraisal parameters, ensure correctness of employee hierarchy and mapping.
• Coordinate with departments for review and modification of appraisal parameters.
• Follow up for timely submission of annual and special appraisals.
• Analyze performance data to identify top performers and development needs.

Employee Engagement & Culture Building

• Drive organization-wide employee engagement initiatives.
• Organize welfare and engagement programs such as marathons, cultural events, health camps, wellness sessions, awareness drives, etc.
• Strengthen employee relations and support grievance redressal.
• oster a strong organizational culture aligned with company values and DEI initiatives.

Policy Development & Compliance

• Draft, modify, and annually review HR policies in alignment with regulatory guidelines.
• Ensure compliance with labor laws, NHB regulations, internal audits, and HR SOPs.
• Facilitate framing of new HR guidelines and policy updates based on organizational needs.
• Support framing and modification of HR procedures for promotions, transfers, onboarding, and separations.
• Drive data consolidation and purification for statutory reports like RBI, NHB, BRSR, Annual Report and management reviews.
• Maintain documentation for audit readiness and statutory inspections.

HR Analytics & Reporting

• Generate HR dashboards and MIS reports for management and Board-level review.
• Analyze HR metrics to support strategic decisions (turnover, manpower planning, productivity ratios, compensation insights, etc.).
• Ensure high-quality data management and reliability of HR analytics.

Coordination With Regional Offices

• Act as the central HR point of contact for all Regional Offices.
• Assist regions in handling promotions, transfers, onboarding, resignations, appraisals, and HRMS queries.
• Monitor timely compliance of HR activities across regions and provide clarifications wherever required.