About the Role
MobiKwik is looking for an Associate Director – HR Operations to own and scale the entire HR operations backbone of the organization – from policy and systems to compliance, rewards, analytics and Board-level people reporting. This is a high-visibility role for a builder who can bring structure, automation and rigour to end-to-end HR processes across a listed, fast-moving fintech, while partnering closely with senior leadership.
Key Responsibilities
HR Policies & Process Governance
- Own the design, review and periodic refresh of HR policies across the employee lifecycle, ensuring alignment with business needs, statutory requirements and industry best practice.
- Drive consistent policy interpretation and application across functions; act as the escalation point for complex policy matters.
HRMS
- Own the HRMS (Darwinbox) roadmap – configuration, workflow automation, integrations and adoption across the employee lifecycle.
- Partner with IT/vendors to continuously improve system capability, data integrity and user experience for employees and managers.
HR Compliance
- Own HR compliance including POSH (Internal Committee governance, case management and closures), Maternity Benefit Act and other applicable HR-related statutory and policy compliances.
- Own the BGV framework – vendor management, turnaround times, adverse-finding protocols and audit trail.
Audits
- Lead internal and external HR audits (statutory and regulatory audits, process and compliance audits); own audit readiness, documentation and closure of findings.
- Institutionalize controls and checklists to keep the function perpetually audit-ready.
Employee Lifecycle – Preboarding to Exit
- Own end-to-end process design and execution across preboarding, onboarding, transfers, performance cycles, grievance handling, and exit/offboarding.
- Drive process efficiency, TAT reduction and employee experience improvements at every lifecycle touchpoint.
Employer Value Proposition (EVP)
- Shape and operationalise MobiKwik's EVP in partnership with TA, marketing and leadership; ensure it is embedded consistently across policies, benefits and employee communication.
Total Rewards
- Own People AOP – headcount planning and increment budgets, cost budgeting and tracking against plan.
- Lead the annual appraisal and performance-linked pay cycle end-to-end, in partnership with HRBP and CHRO
- Own compensation benchmarking across roles and levels; recommend pay structures and interventions to remain market-competitive.
- Manage the ESOP program – grant, vesting, exercise and employee communication – in coordination with finance, legal and platforms (Qapita).
Payroll
- Own accurate and timely payroll processing for both on-roll and off-roll (contractual/gig) workforce, in partnership with finance and payroll vendors.
- Ensure payroll compliance, reconciliation and query resolution with zero statutory or audit exceptions.
MIS & People Analytics
- Build and maintain org mapping and organisation design documentation across functions.
- Design and maintain leadership dashboards covering key people metrics for leadership and Board reviews.
AI Transformation
- Identify and lead AI-led automation opportunities across HR, HRMS workflows, analytics and employee servicing to improve efficiency and decision quality.
- Champion adoption of AI tools within the HR function and build the roadmap for an AI-first HR operating model.
Board & NRC Management
- Prepare and manage people-related agenda, data and documentation for Board and Nomination & Remuneration Committee (NRC) meetings.
- Partner with the CHRO and company secretarial function on governance matters relating to compensation, succession and people policy.
Candidate Requirements
- 12–15 years of progressive HR experience with strong exposure to HR Operations, Compliance, Total Rewards and People Analytics; fintech/BFSI or listed-company experience preferred.
- MBA/PGDM in HR.
- Hands-on experience with HRMS platforms (Darwinbox or equivalent) and a strong orientation toward process automation and AI-led HR transformation.
- Proven experience managing HR compliance (POSH, Maternity Benefit Act and related policies), audits and BGV frameworks.
- Experience running compensation benchmarking, appraisal cycles and ESOP administration.
- Exposure to Board/NRC-level reporting and governance processes is a strong plus.
- Strong stakeholder management, analytical rigour and the ability to operate both strategically and hands-on.
