Head-Centre of Excellence
The Head – People and Culture CoE will spearhead the design, development and governance of enterprise-wide people frameworks, policies and strategic programs across Organization Development, Talent Development and Employee Engagement. The role will ensure that People and Culture CoE initiatives are aligned with the organization’s business priorities, support capability building, elevate employee experience, and drive a high performance and values led culture across Muthoot Fincorp Limited.
This role is responsible for conceptualizing and institutionalizing structured OD frameworks, capability building programs, succession pipelines, EVP, engagement strategies and culture transformation initiatives tailored to a large scale, branch-intensive NBFC environment. The role partners with business leaders, HRBPs and functional heads to ensure seamless execution of people initiatives across PAN India.
Organization Development |
- Internalize the organization's purpose, vision, mission, and values across the organization by deploying culture audit and large-scale culture interventions
- Embed organization purpose and values across all talent practices designed for HIPO journeys.
- Develop frameworks for leadership behavior modelling, culture communication and culture integration during business expansion.
- Lead Change Management initiatives for new systems or expansions, organization restructuring and major transformation projects.
- Lead the design and implementation of performance management processes, including goal setting, feedback mechanisms, performance evaluations and normalization.
- Partner with various SBU/Enabling functional heads to identify KPIs and metrics individual, team, and organizational performance.
- Lead organization design initiatives including structure redesign, spans and layers, workforce planning and operational effectiveness.
- Drive Job Evaluation frameworks across roles including job levelling, grading and role architecture. Review structure, spans and layers for efficiency, productivity and business scalability
- Establish competency framework for all role families and integrate it with hiring, development, rewards and succession planning.
- Develop and promote Diversity, Equity and Inclusion initiatives relevant to a large, multi-location NBFC workforce.
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Talent Development |
- Define a robust process, which is objectively designed to identify high-potential, high-performance Muthootians.
- Use competency mapping, development centers, and organization objectives to define an end-to-end development journey for the top talent at Muthoot Blue.
- Design & deploy an end-to-end framework for the growth of the leadership team (Man Com, Business Heads/ Functional Heads & their direct reports)
- Identify critical positions and develop robust succession plans to ensure business continuity.
- Focus on critical customer interfacing roles such as Branch Managers, Customer Service Executives and Field Officers.
- Design specific journeys for Business Talent and Functional Talent, to facilitate alignment with business objectives and individual career aspirations.
- Design and govern behavioral and technical competency frameworks.
- Implement talent profiling, skill inventory and skill intelligence systems to support hiring, development and career movement.
- Conduct Assessment Center/Development Center (AC/DC) validations before deploying them for hiring/ people development projects.
- Implement successor identification process and successor profiles to fill in for critical roles, including talent readiness in succession plans.
- Provide visibility on career progression and development to every Muthootian, by designing a scientific progression path, using the job evaluation scores and parameters.
- Collaborate with Head L&D to deploy learning journeys based on development center outcomes and IDPs for the top talent identified.
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Employee Engagement & Internal Communication |
- Lead the annual GPTW, Trust Surveys and internal engagement surveys across PAN India. Drive post survey interpretation, action plan creation and execution of improvement projects across identified cohorts.
- Analyze insights, identify drivers of engagement, and collaborate with HRBPs on action planning.
- Strengthen and communicate Muthoot’s EVP through internal campaigns, branding collaterals and digital platforms.
- Align EVP pillars with recognition, development, and well-being initiatives.
- Govern the Blue Champions League and all enterprise-wide recognition frameworks.
- Design category wise recognition charters, reward mechanisms and communication strategies.
- Develop annual engagement calendar covering festivals, thematic engagements, CSR participation, wellness initiatives and team events.
- Ensure consistent experience across branches, regions and corporate locations.
- Manage internal communications strategy including Town Halls, leadership messages, newsletters, campaigns and digital employee forums.
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Muthootian’s Health Triangle |
- Design, Develop and Deliver a continuous and holistic wellness journey for Muthootian’s across the board around the three cornerstones of the Muthootian’s Health Triangle.
- Build an eco-system to support Muthootians to pursue the Muthootian’s Health Triangle.
- Navigate the progress of the organization's total wellbeing, and take corrective steps on identified improvement areas
- Build community programs, learning events, and platforms to improve the Physical, Mental & Social well-being of fellow Muthootians.
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Internal Stakeholders | External Stakeholders |
- CMD, CEO and Management Committee
- CXOs, SBU Heads and Enabler Heads
- People & Culture Verticals (L&D, Employee Experience)
- Finance and Procurement
- Technology
| - External vendors
- Industry Forums, HR Networks
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- Scope - Center of Excellence for around 30000 employees of diverse workforce profiles
- Team Size: Maximum 5 Nos.
- Influence Scope: Enterprise-wide strategy, frameworks and governance
- Budget Responsibility: Annual Learning, Engagement and OD budgets
- Business Scale: High growth NBFC environment with multi business verticals
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KEY SKILLS & BEHAVIOURAL ATTRIBUTES
Key Skills
- Strong Networking Skills & Relationship Management
- Consultation & Communication (Written & Spoken) Skills
- Advanced MS Office application skills (Proficiency in PowerPoint & Excel)
- Knowledge of personality profiling (PPA/ DISC/MBTI etc)
- Basic Knowledge of Job Description & Job Evaluation process.
- Behavioral traits – A compassionate individual with a player attitude and a fearless approach towards open & honest conversations.
Behavioral Attributes- Driven and in alignment with our Purpose “Transforming the life of the common man by improving their financial well-being” and anchored by our core value of integrity, collaboration, and excellence.
Educational Qualification – Graduate / Postgraduate, Desirable – MBA (HR)
Experience – Overall 15 years with at least 7 years of relevant experience in handling a similar role in a de-centralized matrix structure organization at a national role.
