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Senior Manager - Microfinance/Senior Manager - Microfinance
4-6 years
Patna
1 vacancy
Senior Manager - Microfinance/Senior Manager - Microfinance
Bajaj Finserv Health
posted 2mon ago
Job Role Insights
Flexible timing
Key skills for the job
Job Description
Job Purpose
Drive End to End Recruitment and be a talent partner to business for allocated regions:
As a Talent partner, understand pain points and provide solutions that could be grounded in people or process issues.
Ensure the businesses have the right talent at right time to make an impact on the business and Microfinance projects Duties and Responsibilities
Talent Acquisition Responsibilities (60%) :
Responsible for entire life cycle of Recruitment process including sourcing, screening, interviewing, offer discussion and on boarding process.
Prioritizes bulk hiring requirements and plans for volumes / phase hiring for effective execution of phase launches for Microfinance business.
Should have a strong understanding of Recruitment landscape in MFI / Rural business
Weekly reporting on MIS and dashboards on the status of open roles and current status.
Strong Experience of managing multiple stakeholders eg. COE, Operations, Product, Sales, Risk, RCU, Analytics, Business Compliance HR.
Develop and manage strong consultative relationships with hiring managers and candidates.
Ability to track lead times and ensure that positions are offered well within the TAT.
Should have a very strong understanding of various channels of recruitment / Sourcing eg. employee referral programme, internet, print, resourcing partners and technology to enable the process and facilitate effective tracking of resumes
Managing external vendors / sourcing partners.
Engage and connect with business heads regularly
o To provide updates, seek business inputs
o To understand business requirements and identify key agenda items to be addressed with a monthly/ quarterly focus (such as attrition management, on-the ground engagement, any central initiatives to be driven etc.)
Work with business leaders to do Annual people capacity planning
Work with hiring managers and team members to ensure
o Right Fit for Right job.
o Pre onboarding and onboarding experience of lateral hires is gold standard
Develop and execute initiatives to address both business and HR priorities for the month/ quarter/year.
Talent Partner (40%)
Manage key HR processes in terms of process adherence timelines -IJP release, auto-promotion release, RNR performance management.
Participate in the HR Business meetings with Microfinance HR Head and other HR teams to discuss and report updates on MoM tracker.
Discuss challenges faced by the business and share updates on actionable s taken
Discuss/ exchange ideas and best practices on people challenges/ initiatives with other Talent partners; Observe and be prepared to recognize and react to early warning signals
Present updates on initiatives and action points such as attrition, employee pulse, new joiner onboarding management, impact on business teams, transition plans etc. in monthly review with Lead HR . Take responsibility of doing retention calls to control attrition.
Prepare monthly HR dashboards presentations for monthly HR Business reviews.
Support business leaders during OTB visits / calls
Analyze attrition trends work with business to develop strategies for attrition control.
Act as a single point of contact for internal stake holders for HR related queries. Key Decisions / Dimensions
Following decisions are taken by the role:
Propose Salary fitment for approvals
Source mix - drive balance and optimize for cost
Vendor management - Propose vendors for empanelment, drive end - end relationship.
Retention conversations, propose solutions Major Challenges
Sourcing for geo-expansion location, time becomes a challenge.
New Role - Building credibility of the role itself both as HR Partner and Talent Acquisition specialist Required Qualifications and Experience
a) Qualifications
Post-graduation -MBA or Post Graduate Diploma in Human Resources
b) Work Experience
4-6 Years of experience in Talent Acquisition and HR Partnering role from Mircofinance, Banking, NBFC, Financial or Service industry.
Excellent Communication Interpersonal Skills. Role involves working closing with Hiring Managers, Sourcing Partners. (Internal and External Stake Holders)
Excellent Negotiation Skills while dealing with Candidates across bands should be able to influence senior stakeholders with data and insights.
High energy levels need to demonstrate positive drive and resilience towards challenges.
Should be able to work under pressure and convert Open Positions Stress into positive outcomes.
Ability to demonstrate high level of awareness in managing stake holder expectations and both stated and unstated needs.
Should be good with numbers and ability to create and maintain various reports using MS Office
Drive End to End Recruitment and be a talent partner to business for allocated regions:
As a Talent partner, understand pain points and provide solutions that could be grounded in people or process issues.
Ensure the businesses have the right talent at right time to make an impact on the business and Microfinance projects Duties and Responsibilities
Talent Acquisition Responsibilities (60%) :
Responsible for entire life cycle of Recruitment process including sourcing, screening, interviewing, offer discussion and on boarding process.
Prioritizes bulk hiring requirements and plans for volumes / phase hiring for effective execution of phase launches for Microfinance business.
Should have a strong understanding of Recruitment landscape in MFI / Rural business
Weekly reporting on MIS and dashboards on the status of open roles and current status.
Strong Experience of managing multiple stakeholders eg. COE, Operations, Product, Sales, Risk, RCU, Analytics, Business Compliance HR.
Develop and manage strong consultative relationships with hiring managers and candidates.
Ability to track lead times and ensure that positions are offered well within the TAT.
Should have a very strong understanding of various channels of recruitment / Sourcing eg. employee referral programme, internet, print, resourcing partners and technology to enable the process and facilitate effective tracking of resumes
Managing external vendors / sourcing partners.
Engage and connect with business heads regularly
o To provide updates, seek business inputs
o To understand business requirements and identify key agenda items to be addressed with a monthly/ quarterly focus (such as attrition management, on-the ground engagement, any central initiatives to be driven etc.)
Work with business leaders to do Annual people capacity planning
Work with hiring managers and team members to ensure
o Right Fit for Right job.
o Pre onboarding and onboarding experience of lateral hires is gold standard
Develop and execute initiatives to address both business and HR priorities for the month/ quarter/year.
Talent Partner (40%)
Manage key HR processes in terms of process adherence timelines -IJP release, auto-promotion release, RNR performance management.
Participate in the HR Business meetings with Microfinance HR Head and other HR teams to discuss and report updates on MoM tracker.
Discuss challenges faced by the business and share updates on actionable s taken
Discuss/ exchange ideas and best practices on people challenges/ initiatives with other Talent partners; Observe and be prepared to recognize and react to early warning signals
Present updates on initiatives and action points such as attrition, employee pulse, new joiner onboarding management, impact on business teams, transition plans etc. in monthly review with Lead HR . Take responsibility of doing retention calls to control attrition.
Prepare monthly HR dashboards presentations for monthly HR Business reviews.
Support business leaders during OTB visits / calls
Analyze attrition trends work with business to develop strategies for attrition control.
Act as a single point of contact for internal stake holders for HR related queries. Key Decisions / Dimensions
Following decisions are taken by the role:
Propose Salary fitment for approvals
Source mix - drive balance and optimize for cost
Vendor management - Propose vendors for empanelment, drive end - end relationship.
Retention conversations, propose solutions Major Challenges
Sourcing for geo-expansion location, time becomes a challenge.
New Role - Building credibility of the role itself both as HR Partner and Talent Acquisition specialist Required Qualifications and Experience
a) Qualifications
Post-graduation -MBA or Post Graduate Diploma in Human Resources
b) Work Experience
4-6 Years of experience in Talent Acquisition and HR Partnering role from Mircofinance, Banking, NBFC, Financial or Service industry.
Excellent Communication Interpersonal Skills. Role involves working closing with Hiring Managers, Sourcing Partners. (Internal and External Stake Holders)
Excellent Negotiation Skills while dealing with Candidates across bands should be able to influence senior stakeholders with data and insights.
High energy levels need to demonstrate positive drive and resilience towards challenges.
Should be able to work under pressure and convert Open Positions Stress into positive outcomes.
Ability to demonstrate high level of awareness in managing stake holder expectations and both stated and unstated needs.
Should be good with numbers and ability to create and maintain various reports using MS Office
Employment Type: Full Time, Permanent
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People are getting interviews through
(based on 14 Bajaj Finserv Health interviews)
Job Portal
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36%
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What people at Bajaj Finserv Health are saying
Rating based on 1 Senior Manager
review
Anonymous · Marketing
in Bhubaneswar, Odisha
Likes
Culture & Working Environment.
Dislikes
Structure.
Read 1 reviewSenior Manager salary at Bajaj Finserv Health
reported by
6
employees
with 6-8
years exp.
₹13
L/yr - ₹21
L/yr
26%
less
than the average Senior Manager Salary in India
View more details
What Bajaj Finserv Health employees are saying about work life
based on 181 employees
Flexible timing
Monday to Friday
No travel
Day Shift
Bajaj Finserv Health Benefits
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