HR Ops Executive

About the Role:

The Executive will act as a strategic partner to Business Units overseeing the entire employee lifecycle from recruitment to offboarding. This role will collaborate with leadership to align HR strategies with business goals, ensuring a seamless employee experience and policy enforcement and data analytics while promoting a culture of engagement, development, and performance for a focused line of business.

Key Responsibilities:

• Talent Acquisition (TA) & Workforce Planning:

  • Talent Strategy & Execution: Develop and execute strategic talent acquisition pipelines focused on sourcing high-performing sales professionals for field, corporate, and specialized fintech sales roles.
  • Sourcing & Candidate Pool Planning: Utilize sophisticated, multi-channel sourcing methodologies, including professional job boards (e.g., IIMJobs), dedicated social media platforms (e.g., LinkedIn), referrals, and targeted networking to build diverse, qualified candidate pools, based on new requirements and attrition churn.
  • Screening and Assessment: Conduct rigorous screening of resumes and interviews to technically assess candidates for role acumen, customer-centric focus, and alignment with organizational cultural fit.
  • Recruitment Management: Manage the entire end-to-end recruitment cycle from requisition to timely offer closure, ensuring a consistent and seamless candidate experience.
  • Stakeholder Partnership: Act as the primary TA liaison, partnering directly with Sales and Business leadership to accurately define emergent hiring needs and align recruitment goals with organizational objectives.

• Compensation, Performance Management & Final Sign-Off:

  • Compensation Benchmarking: Articulate the company's compensation strategy, ensuring that assigned packages reflect individual contribution, company sustainability and growth, and industry parity.
  • Appraisal and Performance Review: Handle sensitive employee compensation matters, including receiving and processing requests for the re-evaluation of appraisals, and scheduling data collection during cycles.
  • Pre-Payroll Finalization: Provide mandatory final approval on pre-payroll actions like loss of pay, salary revisions, other ad-hoc payables etc from business & policy inputs.

• HR Operations and Employee Lifecycle Management:

  • Pre-Offer Compliance & Onboarding: Manage the sharing of essential employee onboarding documentation and employee onboarding post offer closure.
  • Onboarding Support: Oversee the coordination for post onboarding process. (e.g., securing and coordinating collection of company laptops, on-field deployment, training plan etc).
  • **Maintain and track data inputs and process adherence for headcount data, functional mapping on HRMS, Change management, attrition & data reporting.

• Compliance and Regulatory Coordination:

  • Compliance Talent Acquisition: Manage the recruitment process for key roles within the Risk & Compliance team, such as KYC & Compliance Analysts, who ensure adherence to RBI’s AML/CFT guidelines and perform Sanctions Screening/Transaction Monitoring.
  • Regulatory Familiarity: Demonstrate a working knowledge of the critical regulatory landscape governing an RBI-regulated Authorized Dealer Category II (AD II) entity, particularly concerning FEMA and KYC/AML/CFT guidelines

Must Have:

• Bachelor’s degree. MBA in HR or related fields can be preferred.
• 5+ years of HR experience, with 3+ years in an HRBP role as an IC.
• Work from Office. Some outstation travel to sub-regional locations.
• Strong knowledge of recruitment, operational process, and compliance.
• Excellent communication, problem-solving, and relationship-building skills.
• Proficient in HRIS and other tools like Google Workspace, Data Sheets & Keka.
• Ability to manage multiple priorities in a fast-paced environment in line with biz-growth.

Good to Have:

• Fin-Tech work-Ex or organisations with similar models of staff distribution and Team size.
• Cross Functional work experience. We need you to think outside the box and manage risks.
• Highly meritocratic work ethics. Ownership and accountability are tested here.
• Advocate for employee well-being, fair treatment, and professional growth opportunities.
• Run your own tasks and deliverables like unit manager. You Grow with us.
• Champion organizational values and culture to foster a positive yet productive work environment.