Job Description
This position calls for an Enterprise Banking Relationship Management Strategy & Planning Director who can take ownership of core responsibilities within our Banking Relationship Management Strategy & Planning team. This is a senior level opening based out of Hybrid - Pune, offered on a hybrid basis.
The ideal candidate holds M.Com and brings roughly 13 years of hands-on exposure to banking relationship management strategy & planning. Day-to-day, the work draws heavily on Investment & Deployment of Surplus Funds, Fund Management, Regulatory Compliance (RBI), Banking Relationship Management Strategy, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 26.2-65.2 LPA, in line with market standards for senior level roles within treasury management.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. 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. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Internal job postings are open to employees who've completed a minimum tenure in their current role.
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.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. References may be requested closer to the offer stage rather than at the start of the process.
Learning and certification support is available for tools and frameworks directly relevant to the role. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Interested candidates should be prepared to walk through relevant past work during the interview process.
This is a good fit for someone who wants real ownership rather than a purely execution-only role.
The ideal candidate holds M.Com and brings roughly 13 years of hands-on exposure to banking relationship management strategy & planning. Day-to-day, the work draws heavily on Investment & Deployment of Surplus Funds, Fund Management, Regulatory Compliance (RBI), Banking Relationship Management Strategy, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 26.2-65.2 LPA, in line with market standards for senior level roles within treasury management.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. 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. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Internal job postings are open to employees who've completed a minimum tenure in their current role.
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.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. References may be requested closer to the offer stage rather than at the start of the process.
Learning and certification support is available for tools and frameworks directly relevant to the role. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Interested candidates should be prepared to walk through relevant past work during the interview process.
This is a good fit for someone who wants real ownership rather than a purely execution-only role.