Job Summary:

Our client is looking for an experienced Assistant Vice President (AVP) – Human Resources to lead the HR function in the rapidly growing BFSI organization. The ideal candidate will have 12-15 years of experience in HR, specifically in a sales-driven environment, with a proven ability to manage 300-500 employees. This leadership role is responsible for driving HR strategies, processes, and initiatives to attract, retain, and develop talent while fostering a performance-driven culture. The AVP of HR will work closely with senior management and play a key role in aligning human resources practices with business objectives. Additionally, the AVP will help position the company as a category creator in the BFSI space, supporting an organizational culture that enables innovation, growth, and market leadership.

Key Responsibilities:

HR Strategy & Leadership:

• Develop and implement comprehensive HR strategies aligned with business objectives, focusing on a sales-driven workforce.
• Lead, mentor, and manage a team of 5 direct reportees within the HR department, ensuring smooth HR operations and alignment with organizational goals.
• Provide strategic direction and support to senior leadership in workforce planning, talent management, and organizational development.

Category Creation & Market Leadership:

• Collaborate with leadership to create and nurture a category-leading workforce, equipped to drive innovative business strategies.
• Foster a culture of agility, creativity, and market disruption, helping the company establish itself as a category creator in the BFSI industry.
• Champion HR strategies that support the organization’s position as an industry leader, aligning people practices with emerging market trends and customer demands.

Talent Acquisition & Retention:

• Oversee the recruitment and hiring process for the organization, ensuring effective talent acquisition for sales-dominating roles.
• Implement retention strategies focusing on employee engagement, career development, and performance management.
• Collaborate with managers to understand staffing needs and ensure recruitment strategies align with business growth.

Employee Engagement & Performance Management:

• Develop and implement employee engagement initiatives that drive high performance, motivation, and morale across the organization.
• Oversee the performance management process, ensuring clear goal setting, regular performance appraisals, and feedback mechanisms are in place.
• Foster a positive and high-performing work culture where employees feel valued, supported, and motivated to perform at their best.

Compliance & Employee Relations:

• Ensure compliance with labor laws, employment regulations, and company policies.
• Address and resolve employee grievances and conflicts, maintaining positive employee relations.
• Advise managers and leadership on labor-related issues, maintaining a fair and consistent approach to handling employee matters.

HR Operations & Tools:

• Oversee and streamline HR operations, ensuring smooth onboarding, payroll, benefits administration, and HR documentation.
• Implement and manage HR software commonly used in medium-sized enterprises to streamline HR processes and maintain accurate employee records.
• Analyze HR metrics to evaluate the effectiveness of HR programs and processes, identifying areas for improvement.

Training & Development:

• Identify skill gaps and implement targeted learning and development programs to improve employee skills and enhance organizational performance.
• Design and lead leadership development initiatives to cultivate high-potential talent for future leadership roles.
• Foster a continuous learning culture by promoting and providing access to career development opportunities.

Organizational Development:

• Lead change management initiatives and organizational development programs to support the growth and restructuring needs of the business.
• Work closely with department heads to design and implement structures, systems, and processes that enhance organizational effectiveness.

Compensation & Benefits:

• Manage compensation strategies to ensure market competitiveness and internal equity.
• Ensure effective management of employee benefits programs, including health insurance, provident fund, and other benefits.

Qualifications & Skills:

Education:

• MBA in Human Resources (Must).

Experience:

• 12-15 years of experience in HR, with a proven track record of managing 300-500 employees in a sales-driven environment.
• At least 5 years of experience managing a team of 5 direct reportees.
• Extensive experience in the BFSI industry, with a deep understanding of its unique workforce dynamics.
• Proven experience in contributing to or leading category creation within a competitive market environment.

Skills:

• Expertise in HR operations, including recruitment, performance management, employee relations, and compliance.
• Strong knowledge of HR software used in medium-sized enterprises (e.g., Keka, Zoho Recruit, Zoho Payroll, etc.).
• Ability to develop and implement HR strategies that support business goals, particularly in a fast-paced, sales-driven environment.
• Strong leadership and team management abilities, with a focus on coaching and mentoring.
• Excellent communication and interpersonal skills to interact effectively at all organizational levels.

Additional Competencies:

• In-depth understanding of employment laws and regulations specific to the BFSI sector.
• Strong problem-solving skills, with the ability to address employee issues and implement effective solutions.
• A proactive approach to improving employee engagement and organizational culture.

About Us:

Our client is a fast-growing leader in the BFSI sector, committed to shaping the future of financial services by creating a workplace that nurtures innovation, talent, and market leadership. If you are passionate about HR, excited by challenges, and eager to help drive an organization’s success, we would love to hear from you!