Lead - Human Resources/Senior Lead - Human Resources

Job Purpose This role will be responsible for establishing, leading, and strengthening the Employee Vigilance function within HR by designing a comprehensive framework that proactively identifies, monitors, and mitigates people?
related risks across the organization.
This includes ownership for all risk?
linked employee monitoring processes, execution governance, actioning, reporting, and partnering with HRP, RVU, DAC, RCU and Legal teams to ensure strict compliance, ethical conduct, and operational discipline.
The role is expected to bring strong analytical rigor, investigative capability, and a governance mindset to build a zero?
tolerance culture by detecting early warning signals and ensuring preventive vigilance mechanisms are robust and future?
ready. Duties and Responsibilities 1.
 Lead Employee Vigilance & Monitoring Framework ?
 Design, operate and continuously improve the Employee Risk Monitoring framework ?
 Drive awareness with HRPs / managers on dos / don’ts, early reporting, and escalation protocols ?
 Create and maintain SOPs, checklist, workflows and severity matrices ?
 Review and guide the team for FOIR computation and logics to be used at the time of onboarding and periodic checks for existing employees ?
 Review of Mandatory leave utilization dashboards created by team ?
 Assist the team in reviewing and closing triggers received from RVU team towards salary account monitoring ?
 Partnering with RVU team for review of registration details of the company cars owned by the company ?
 Designing and reviewing rules and thresholds applicable from time to time ?
 Reviewing and updating the list of roles eligible for mandatory job rotation ?
 Reviewing and updating critical roles or units where Background Verification checks should be mandatory ?
 Lead investigation of employee risk cases flagged by RVU or through systems ?
 Drive fact finding, employee / manager interviews, evidence review, and documentation ?
 Recommend disciplinary action in line with policy and liaise with HRPs / DAC team for closure ?
 Ensure adherence to TATs for case closure ?
 Co-own policies related to Delinquency & FOIR, Job rotation, Background, CIBIL and crime checks, salary account monitoring, company car, mandatory leaves, etc.
? Ensure alignment with audit expectations, regulatory norms and internal risk frameworks 2.
 Dashboards and reporting ?
 Build and publish various dashboards related to segments owned like Mandatory leave utilization, salary account monitoring alerts, company car, etc.
? Publish monthly Employee Vigilance Scorecard for leadership view ?
 Drive system integration and automation to reduce manual effort 3.
 Team leadership and development ?
 Partner with TA to create JD, define competencies, plan structured interview, lead selection to ensure capability and cultural fit ?
 Define KPI’s for each role (TAT, accuracy of classification, SOP adherence, etc.
) and review on quarterly basis ?
 Run regular 1on1s, provide timely coaching and recognition, address performance gaps ?
 Build a high-performance, inclusive and speak-up culture that values integrity, confidentiality and discipline ?
 Train team on investigation skills, risk indicators and documentation discipline Key Decisions / Dimensions • Classification of cases and severity assessment • Scope and depth of investigation • Recommending appropriate disciplinary actions • Interpretation of policy / SOP where not explicitly defined • Recommendation for policy changes, system enhancements • Escalation of cases to senior management • Review of thresholds & rules for alerts Major Challenges • Managing high?
volume monitoring at scale (E.
g. salary account monitoring) • Ensuring consistency and fairness in case assessment across regions/businesses • Driving closure with cross?
functional teams in time?
bound manner • Balancing speed with thoroughness in investigations • Building a preventive and predictive risk culture vs reactive approach Required Qualifications and Experience Postgraduate (MBA/PGDM preferred) - HR specialization desirable.
a) Work Experience ?
 8 to 10 years in HR, Risk, Vigilance, Compliance or Fraud Control Unit (preferably BFSI).
? Experience in investigation, employee governance, compliance operations or risk analytics is strongly preferred.
b) Technical & behavioral skills ?
 Strong analytical and forensic mindset, ability to work with large datasets ?
 High in integrity and ability to handle sensitive information with discretion and confidentiality ?
 Able to take decisions under ambiguity ?
 Exceptional communication and interpersonal skills ?
 Proficient in HRIS and risk monitoring tools and understanding of Employee lifecycle processes ?
 Strong organizational skills and attention to detail ?
 Strong bias for action and driving results in a high-performance environment ?
 Exceptionally high motivational levels and needs to be a self-starter