Manager – People, Talent & HR Strategy
Build the people system behind Finovista’s next stage of growth
This is not an HR administration role with strategy added on. We are looking for a hands-on HR leader who can raise the quality of talent we attract, create structures that help strong people stay and grow, strengthen compliance and governance, and build the workforce discipline required for a scaling organisation.
Finovista operates at the intersection of development, innovation and finance. As the organisation grows, our people systems must grow ahead of it — not behind it.
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Raise Talent Density | Build for Scale | Build Systems & Processes | Run HR Vertical Well |
The Mandate
- Talent Density & Strategic Hiring: build a sharper recruitment engine for priority, specialist and leadership roles; improve quality of hire, talent pipelines, assessment discipline and offer-to-join conversion.
- Workforce & Succession Planning: anticipate capability gaps, identify critical roles, maintain succession visibility, create bench strength and support structured internal mobility as Finovista expands.
- Retention & Performance: strengthen role clarity, KRAs, feedback, appraisal and development systems so high performers know what great looks like — and have reasons to build their careers here.
- HR Governance & Compliance: own HR policies, employment documentation, POSH coordination, confidentiality, employee relations, statutory/employment-law compliance and audit-ready records.
- People Operations: ensure onboarding, payroll inputs, attendance/leave, benefits, HRMS/MIS, employee records, exits and day-to-day HR services run accurately and predictably
What You Will Own
Talent Acquisition & Employer Brand ● Partner with leadership on annual and project-linked manpower plans. ● Source and assess high-quality candidates through direct search, networks, campuses and specialist agencies. ● Build strong JDs, talent pipelines, candidate experience and hiring metrics. | Organisation & Talent Strategy ● Map critical capabilities and roles needed for the next stage of growth. ● Support organisation design, career pathways, internal mobility and succession plans. ● Use performance, engagement and attrition data to strengthen retention and people leadership. |
Performance, Learning & Culture ● Design and improve KRAs, goal setting, reviews, feedback and PIPs. ● Translate capability gaps into practical learning and leadership-development plans. ● Use engagement, stay/exit insights and recognition to strengthen culture and retention. | Compliance & HR Operations ● Keep HR policies, SOPs, contracts, NDAs and employee processes current and compliant. ● Coordinate payroll, benefits, attendance, onboarding, probation and exits with Finance/Admin. ● Maintain HR dashboards and handle employee relations with discretion, fairness and sound judgement. |
What Success Looks Like in This Role
| Better talent, not simply more hiring Priority roles close with stronger candidates, better assessment and a healthier pipeline. | Critical roles have a plan Leadership can see capability gaps, succession options, retention risks and hiring priorities ahead of time. |
| High performers can grow here Career progression, feedback, recognition and development become more structured and credible. | HR becomes a management system Data, policy, compliance and people processes support faster, better organisational decisions. |
Who Will Thrive Here
● A strong HR generalist with depth in talent acquisition and enough strategic maturity to advise leadership — while remaining comfortable executing the detail.
● Demonstrable experience in recruitment, performance management, HR policies/compliance, employee lifecycle and workforce planning in a growing organisation.
● Comfort working in consulting, professional services, programme management, development, technology or another project-driven environment where teams and skill needs evolve quickly.
● Strong working knowledge of Indian employment practices, HR documentation and compliance; practical familiarity with POSH and employee-relations processes.
● Analytical and systems-oriented: able to use HR data, Excel/HRMS and dashboards to identify patterns and drive decisions.
● High judgement, discretion and ownership. You can handle sensitive people matters, challenge constructively and move between leadership conversations and operational execution.
Qualifications & Experience
Education: Mandatory Mandatory and preferred education in HR (Business, Management or a related discipline; MBA/Master’s in HR).
Experience: Minimum experience 5 years (Required) Relevant HR experience with clear evidence of independently owning recruitment and core HR processes. Experience in a scaling SME, consulting/professional-services firm or development-sector organisation will be valued.
HOW TO APPLY
Share your CV at hr@finovista.com with a brief statement of suitability, current & expected CTC, current location and notice period.