Job Description
An opening exists for a Vendor Relationship Management Leadership & Management Governance Head to join the Third-Party Risk Management vertical, focused on Vendor Relationship Management Leadership & Management. This is a senior level opening based out of Delhi NCR, offered on a hybrid basis.
The ideal candidate holds CA/CFA and brings roughly 16 years of hands-on exposure to vendor relationship management leadership & management. Day-to-day, the work draws heavily on GRC Software, Vendor Relationship Management Leadership, Regulatory Compliance (TPRM), Stakeholder Reporting, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 26.7-71.8 LPA, in line with market standards for senior level roles within third-party risk management.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The package is structured with a fixed component, performance bonus, and standard health coverage.
Learning and certification support is available for tools and frameworks directly relevant to the role. Compensation includes standard statutory benefits along with performance-linked variable pay.
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.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. 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.
Interested candidates should be prepared to walk through relevant past work during the interview process. 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. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. References may be requested closer to the offer stage rather than at the start of the process. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
The organisation has historically promoted from within for a majority of its senior and lead openings. Internal job postings are open to employees who've completed a minimum tenure in their current role.
High performers in this role typically move into a broader ownership scope within 18-24 months. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
This is a good fit for someone who wants real ownership rather than a purely execution-only role.
The ideal candidate holds CA/CFA and brings roughly 16 years of hands-on exposure to vendor relationship management leadership & management. Day-to-day, the work draws heavily on GRC Software, Vendor Relationship Management Leadership, Regulatory Compliance (TPRM), Stakeholder Reporting, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 26.7-71.8 LPA, in line with market standards for senior level roles within third-party risk management.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The package is structured with a fixed component, performance bonus, and standard health coverage.
Learning and certification support is available for tools and frameworks directly relevant to the role. Compensation includes standard statutory benefits along with performance-linked variable pay.
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.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. 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.
Interested candidates should be prepared to walk through relevant past work during the interview process. 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. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. References may be requested closer to the offer stage rather than at the start of the process. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
The organisation has historically promoted from within for a majority of its senior and lead openings. Internal job postings are open to employees who've completed a minimum tenure in their current role.
High performers in this role typically move into a broader ownership scope within 18-24 months. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
This is a good fit for someone who wants real ownership rather than a purely execution-only role.