Job Description
**Banking Relationship Management Operations & Execution Center of Excellence Head** | Chennai | Full-time | INR 41.8-93.0 LPA
**About the role:**
- Position within Banking Relationship Management Operations & Execution, under the Treasury Management vertical
- Level: senior level
- Reports to the functional head for Banking Relationship Management Operations & Execution
**What you'll do:**
- Handle core banking relationship management operations & execution activities on a day-to-day basis
- Use Financial Reporting (Treasury) regularly as part of core deliverables
- Work closely with adjacent teams to align priorities
- Track progress against agreed timelines and escalate issues proactively
**What you'll need:**
- Financial Reporting (Treasury)
- Risk Management (Treasury)
- Banking Relationship Management
- Fund Management
- Banking Relationship Management Operations
- Execution
- Cash Flow Management
- Treasury Systems
- Investment & Deployment of Surplus Funds
- M.Com
- 11+ years of relevant experience
**Good to know:**
- New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Interested candidates should be prepared to walk through relevant past work during the interview process. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
- Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
- Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Most days include at least one review checkpoint where progress is discussed against the plan for the week. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
- There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. References may be requested closer to the offer stage rather than at the start of the process.
- Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
- Compensation includes standard statutory benefits along with performance-linked variable pay. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Mornings are usually spent on planning and status reviews, while the rest of the day is given over to hands-on delivery and problem-solving.
- Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
- Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The organisation has historically promoted from within for a majority of its senior and lead openings. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
- High performers in this role typically move into a broader ownership scope within 18-24 months. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
- Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Internal job postings are open to employees who've completed a minimum tenure in their current role.
- The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The next logical step from this position is a senior or lead-track role within the same function.
- The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
- Learning and certification support is available for tools and frameworks directly relevant to the role. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The package is structured with a fixed component, performance bonus, and standard health coverage.
**About the role:**
- Position within Banking Relationship Management Operations & Execution, under the Treasury Management vertical
- Level: senior level
- Reports to the functional head for Banking Relationship Management Operations & Execution
**What you'll do:**
- Handle core banking relationship management operations & execution activities on a day-to-day basis
- Use Financial Reporting (Treasury) regularly as part of core deliverables
- Work closely with adjacent teams to align priorities
- Track progress against agreed timelines and escalate issues proactively
**What you'll need:**
- Financial Reporting (Treasury)
- Risk Management (Treasury)
- Banking Relationship Management
- Fund Management
- Banking Relationship Management Operations
- Execution
- Cash Flow Management
- Treasury Systems
- Investment & Deployment of Surplus Funds
- M.Com
- 11+ years of relevant experience
**Good to know:**
- New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Interested candidates should be prepared to walk through relevant past work during the interview process. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
- Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
- Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Most days include at least one review checkpoint where progress is discussed against the plan for the week. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
- There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. References may be requested closer to the offer stage rather than at the start of the process.
- Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
- Compensation includes standard statutory benefits along with performance-linked variable pay. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Mornings are usually spent on planning and status reviews, while the rest of the day is given over to hands-on delivery and problem-solving.
- Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
- Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The organisation has historically promoted from within for a majority of its senior and lead openings. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
- High performers in this role typically move into a broader ownership scope within 18-24 months. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
- Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Internal job postings are open to employees who've completed a minimum tenure in their current role.
- The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The next logical step from this position is a senior or lead-track role within the same function.
- The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
- Learning and certification support is available for tools and frameworks directly relevant to the role. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The package is structured with a fixed component, performance bonus, and standard health coverage.