A leading name in India’s securities management and capital markets partnered with Aaryahi to clear organisational ambiguity. This lack of clarity stopped the firm from efficient talent acquisition, compensation benchmarking of internal positions against industry standards and led to an inefficient compensation strategy misaligned with strategic business objectives. And without clear roles, the firm could not spot future leaders.
Discovery
No structured framework for job roles
Inconsistent designations and grade bands across departments
No scientific methodology for compensation planning or internal job-role comparison
No standards for role and compensation benchmarking
Lack of clarity around individual responsibilities
KRAs that were neither concrete nor aligned to each role
Strategic Outcome
The organisational structure was mapped, reporting lines were clarified, and designations were harmonized
At leadership and managerial levels, outcome-specific job descriptions were created, and functions were also categorized
Once job roles were defined, each role was assigned measurable key results
A clear strategy, methodology, and mapping were defined for job evaluation, and the internal HR team was trained on its implementation
The compensation strategy was redesigned using a scientific, data-driven approach
In high-stakes sectors like financial services, structure is no mere formality—it’s a point of differentiation. With the right partner, complex challenges hiding in plain sight can be uncovered and resolved.