About:
A Bangalore-based digital lending platform focused on making personal loans accessible to India’s salaried professionals.
Why this role exists?
The organisation is at a stage where the people function needs to move from being execution-led to becoming a strategic business enabler. As the company scales its AUM, product portfolio, customer base, and operating footprint, it needs a senior HR leader who can build the people, culture, compliance, and capability backbone for the next phase. This is a high-ownership role for someone who can operate as a true business partner to the founders - not just running HR processes, but helping shape the organisation. The mandate spans leadership hiring, org design, talent acquisition, performance, rewards, compliance, culture, HR operations, people analytics, and HR team building. For the right individual, this is a clear path to
CHRO.
What you’ll do?
Strategic HR Leadership
- Craft a 4-year people roadmap aligned to AUM and branch-expansion targets.
- Partner with founders on org design, workforce planning, and leadership hiring.
Talent Acquisition & Employer Brand
- Hire top-tier talent across credit, collections, and tech; reduce time-to-hire to < 45 days.
- Position the company as an employer of choice in NBFC/FinTech circles.
Culture & Engagement
- Embed a purpose-driven culture rooted in transparency, customer empathy, and compliance.
- Launch engagement initiatives and pulse surveys; act on feedback quickly.
Performance & Rewards
- Roll out OKR-linked performance management and variable-pay plans that reward portfolio quality, risk management, and customer NPS.
- Design benefits that balance cost, compliance, and employee wellbeing
Compliance & Risk Mitigation
- Own all labour-law and RBI-mandated people-practices; ensure nil penalties.
- Anticipate litigation risks; manage grievances and disciplinary actions fairly.
People Operations & Analytics
- Build lean HR Ops and optimize the existing systems-payroll, exits, HRMS, delivering > 99.9 % accuracy.
- Use data (attrition, CTC/AUM, DEI ratios) to advise leadership.
Team Building
- Hire and coach a full-stack HR team (TA, HRBP, L&D, Ops).
- Foster continuous learning via internal academies and external certifications.
Ideal profile
We are looking for someone with:
- 8–15 years of progressive HR experience
- Meaningful exposure to NBFC, banking, fintech, lending, financial services, or another regulated environment
- Experience building or scaling HR in a high-growth company
- Strong understanding of talent acquisition, org design, performance, compensation, HR operations, employee relations, and compliance
- Ability to work closely with founders/CXOs and challenge them constructively
- Strong command of labour law, people governance, compensation design, and people analytics
- Comfort with both strategy and execution
- Fluency in English and Hindi preferred
- High integrity, maturity, resilience, and sound judgment
What will make someone successful here
The right person will be business-first, not HR-process-first. They should be comfortable with ambiguity, but also know how to bring structure. They should understand compliance, but not become bureaucratic. They should be able to work with founder’s speed while building institutional discipline.
This role needs someone who can move between boardroom conversations and ground-level execution , someone who can think about the 4-year people roadmap, but also fix the hiring engine, strengthen HR ops, improve manager capability, and handle sensitive employee matters with maturity.
Why this is exciting
The organisation is already operating at meaningful scale, with strong investor backing, disciplined growth, and a large market opportunity ahead.
The next phase will require the company to build deeper leadership capacity, stronger hiring systems, sharper performance culture, more scalable people operations, and a more mature HR function. For someone who wants to build the people function of a fast-growing, regulated lending business - and grow into a CHRO mandate - this is a strong opportunity.
