Chief Financial Officer

Position Overview

The CFO will be a key member of the leadership team, responsible for overseeing all financial operations of the company, driving financial strategy, and ensuring the financial health of the organization. This role requires a strong leader with extensive experience in the CRGO, transformer and other manufacturing sectors, who can manage complex financial structures, and support business growth while maintaining operational efficiency. He should also have experience of rolling out IPO and handled all queries.

Key Responsibilities

  • Develop and execute the company’s financial strategy in alignment with business goals.
  • Oversee financial planning, budgeting, forecasting, and reporting processes.
  • Manage financial risk, liquidity, and capital structure.
  • Lead the preparation and presentation of financial reports to the board of directors and other stakeholders.
  • Ensure compliance with statutory and regulatory requirements.
  • Provide strategic financial insights to the Managing Director and senior leadership team.
  • Manage investor relations and communication, including fundraising and capital markets activities.
  • Lead cost optimization initiatives and identify opportunities for operational efficiencies.
  • Implement and oversee internal controls to safeguard company assets.
  • Oversee treasury functions, including cash management, working capital optimization, and financing strategies.
  • Manage the finance & Accounts team and foster a culture of excellence and accountability.

Qualifications and Experience

  • CA (Chartered Accountant) qualified with a strong understanding of Indian and international financial regulations.
  • Minimum of 20 years of experience in financial management, with significant exposure to the CRGO, transformer, or other similar manufacturing industries.
  • Proven track record of leading financial operations in a large manufacturing company.
  • Deep understanding of cost management, pricing strategies, and financial modeling in the electrical, transformer & manufacturing sectors.
  • Experience with managing large teams and complex financial systems.
  • Strong leadership, analytical, and communication skills.
  • Ability to work collaboratively with senior management and external stakeholders.
  • High level of integrity and business ethics.
  • Has handled IPO-related matters with all departments and authorities.

Preferred Skills

  • Experience in working with international markets and managing cross-border financial operations.
  • Familiarity with SAP implementation and usage by team.
  • Knowledge of capital markets and financial instruments.

Job Category: Finance
Job Type: Full Time
Job Location: Jaipur

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Talent Acquisition

“Talent acquisition is not merely a process; it’s a strategic investment in the future of your organization. The art of identifying, nurturing, and welcoming exceptional talent is the catalyst for innovation, growth, and sustained success.”

We understand the need for organizations to secure the right talent is the cornerstone of success and growth. Navvyasa Consulting provides our clients with strategic talent acquisition solutions tailored to empower your team and drive your business forward.

Our Robust Process helps you create the right Talent Funnel- 

  • Manpower Planning: We help in building requirements is one of the most vital phases in the recruitment process. We help you find gaps and talent to be scouted for your organization
  • Competency Mapping: We conduct a job analysis to determine the skills, qualifications, and competencies required for the position.
  • JD Creation: We create JDs in line with the company’s brand and communication style post Competency Mapping which helps attract the right candidates.
  • Sourcing and Scheduling: We source from various channels both job boards and social media to find you the best talent. Dedicated resources to schedule and manage the scheduling
  • Shortlisting and Interviews: Post-screening, scheduling multiple rounds which could also include written tests, interviews, behavioral and psychometric testing for the candidates
  • Offer Letter and Onboarding: Taking the candidate from selected to onboarding state by engaging in negotiations with the candidate, addressing any concerns and finalizing the terms of the employment and extending a formal job offer to the selected candidate.

We provide recruitment support to a plethora of organizations and support them in acquiring the right talent efficiently, strategically, and in a manner that aligns with the organization’s objectives and values.

Talent Management

Nurture and retain top talent with our strategic talent management solutions, encompassing talent acquisition, performance management, succession planning, and career development initiatives to build a robust and future-ready workforce. With our focus on helping organizations not only create a talent funnel with best recruiting practices, but through our Talent Management plans, we help nurture and retain talent for organizations. 

  • Strategic Talent Planning: We collaboratively understand your needs, create a talent roadmap aligned with your organizational objectives along with Identification of critical roles and competencies required for sustained success.
  • Recruitment Excellence: We already have robust recruitment services and help you leverage innovative recruitment strategies to attract top-tier talent and implement thorough assessments to ensure the right cultural fit and skill alignment.
  • Holistic Employee Development: We believe that talent management has to be holistic in nature and design personalized development plans for each employee and Provide ongoing learning opportunities to foster skill enhancement and career growth.
  • Performance Management Redefined: We understand that Performance Management plays a crucial role in not only keeping an employee engaged but also providing them opportunities to grow in the organization. We create performance management plants which move beyond traditional performance reviews to continuous feedback mechanisms and help utilize data-driven insights to enhance individual and team performance.
  • Leadership and Succession Planning: Our Leadership Development Programs and Succession Planning process helps organizations build a robust leadership pipeline with targeted leadership development programs.
  • Employee Engagement Initiatives: Our Employee Engagement Initiatives are developed for various demographics and industries. By implementing our engagement strategies that go beyond recognition to address the holistic well-being of your employees, we help foster a culture of belonging, innovation, and collaboration.

Employee Engagement

Employee engagement is of vital importance for organizations as it directly influences productivity, employee retention, and overall organizational success. Engagement helps not only for retention of the employee as per Gallup- “Engaged employees are 59% less likely to look for a job with a different organization in the next 12 months.”Moreover, engaged teams show a 17% increase in productivity, according to Gartner’s Global Talent Monitor. 

We believe in approaching engagement through data-driven insights and curated plans according to our client’s needs. Our process for employee engagement plans- 

  • Comprehensive Assessment: We begin by conducting a thorough assessment of your current employee engagement landscape.

Understand the unique dynamics of your organization to tailor our approach to your specific needs.

  • Strategic Planning: Develop a customized employee engagement strategy aligned with your organizational goals.

Identify key areas for improvement and create a roadmap for positive change.

  • Innovative Technology: Leverage cutting-edge technology to implement engagement tools and platforms and foster real-time communication, collaboration, and recognition among your workforce.
  • Regular Feedback Loops: We set up continuous feedback mechanisms to gauge employee sentiment and use data analytics to derive insights and make informed decisions.

Employee Engagement plans for all organizations are designed keeping their core demographics in mind and leveraging technology such as Kahoots, Engage4more, and in-house survey tools to keep a finger on the pulse of employee engagement.

HR Compliance

A robust rewards and recognition program helps not only build employee morale but also keeps them engaged long-term. A good RnR is widespread and covers all employees at various junctures of their employee journey and rewards them for good performance, teamwork, and tenure.

One of the ways to build a good rewards program is by engaging in what are the competencies that you wish to reward your employees for and how you wish to recognize beyond monetary benefits. 

Navvyasa’s experts help you in both gathering information and building a rewards program tailor-made for your people- which includes peer-to-peer recognition, manager-to-team member, overall organization level rewards, tenure rewards, etc. 

Our Process – We make sure that you are getting the best of all the practices and services we provide and are curated towards your industry and organization – 

Discovery Phase​ – We understand who you are, and what is your mission, vision, and operating values. We also understand your needs as an organization. This is carried out with online surveys, 1-o-1 interactions, roundtables, and focus groups.

Planning Phase​ – After we have collected all our information from your end, we move to planning phase, where we confirm Scope and Objectives​, identify Key Stakeholders on both sides​, and develop a Rewards and Recognition Plan along with timelines with impact and evaluation metrics to measure our results. 

Implementation​ Phase​ – There are two ways post which we can help after the planning phase, one is where we move to the implementation phase post data collection and insights. Here we will create mechanisms to implement by your SPOCs/could be provided by Navvyasa Consulting. 

Reporting​ Phase – Once the implementation phase has been completed, we move to the reporting phase, where we believe in robust documentation and reporting​ for smooth closure and transition. We also don’t want to leave any of our clients mid-way and help in post-engagement follow-up and knowledge sharing.

Coaching

Unlock the potential of your leaders and teams through our professional coaching services, empowering them with valuable insights, skills, and strategies to enhance performance, leadership capabilities, and personal growth. Our experts help clients identify their goals and develop action plans for them.

  • Personalized Coaching Plans: Crafting tailored coaching plans based on individual needs, aspirations, and organizational objectives and ensure a personalized approach that addresses specific challenges and opportunities.
  • Experienced and Certified Coaches: We have coaches that are not only industry veterans but certified coaches with diverse industry backgrounds that bring both theoretical and practical knowledge to the table.  This provides various clients with a rich pool of expertise to match the unique requirements. 
  • Goal-Oriented Strategies: We believe in collaboratively to define clear and achievable goals and implement strategies that align with both short-term milestones and long-term aspirations.
  • Continuous Feedback Loop: One of the best ways to establish a continuous feedback loop to measure progress and adjust coaching strategies accordingly. It also helps ensure a dynamic and adaptive coaching process that evolves with individual needs.
  • Leadership Coaching: Our experts offer specialized coaching programs for leadership development and nurture the leadership potential within your organization to drive innovation and growth.

Coaching is the art of unlocking a person’s potential to maximize their own performance. It is helping them to learn rather than teaching them and our Coaching Solutions are tailored with our client’s needs in mind, and are backed by industry experts.

Payroll Consulting

Effective Payroll is essential for the smooth functioning of any organization. It helps in building the trust of the employees in the organization, helps in budgeting, and makes sure the organization stays on track for all their compliances. Having a great payroll system in place is vital for having the foundation of the organization.  We understand the value of good payroll management and help organizations maintain accuracy, compliance, and efficiency. We take the complexities out of payroll, allowing you to focus on what you do best—growing your business.

  • Understanding Your  Needs: We conduct an in-depth consultation with the client to understand their specific payroll requirements. Identify the organizational structure, employee categories, and any unique payroll considerations. Along with understanding your needs, a thorough assessment of local, state, and federal tax regulations is conducted to ensure compliance. We help clients stay updated on changes in labor laws and tax codes to avoid legal issues.
  • Customized Payroll Solutions: We tailor payroll solutions to match the unique needs and preferences of the client and offer flexibility in service packages to accommodate various business sizes and industries.
  • Efficient Time Tracking: We create processes to help automated time tracking systems minimize errors, enhance efficiency, and streamline the process of tracking hours worked, leaves, and overtime.
  • Accurate Payroll Processing: We use advanced payroll software to process payments accurately and efficiently. We make sure your payroll runs smoothly and accurately by double-checking calculations to avoid errors in salary, taxes, and deductions.
  • Tax Management: With the help of in-house experts, we have developed a robust system for tax management, including accurate withholding and reporting, and provide our clients with timely and accurate tax documents for compliance.
  • Secure Data Handling: Data security is one of the key features we provide by implementing robust encryption and access controls and we regularly update security protocols to protect sensitive payroll information.
  • Detailed Reporting: All our clients are given comprehensive payroll reports to track expenses, taxes, and other key metrics. Also from time to time, we provide insights and analysis to assist with financial decision-making.
  • Regular Audits and Reviews: We conduct regular audits to review the accuracy and effectiveness of payroll processes and implement feedback loops to continuously improve and refine the payroll system. Apart from providing day-to-day Payroll Management we also help our clients with strategic consultation on payroll-related matters, including cost management and forecasting, and assist clients in aligning payroll strategies with broader business goals.

DE&I Services

Diversity, Equity, and Inclusion (DE&I) are essential components of a thriving, innovative, and forward-thinking organization. Our tailored DE&I services are designed to empower our clients to foster a workplace culture that celebrates diversity, ensures equity, and promotes inclusivity. We design DE&I programs and strategies to make sure that your people feel both heard and understood.

  • Customized DE&I Strategy: We work closely with your leadership team to understand your organization’s unique values, goals, and challenges. Tailor a DE&I strategy that aligns with your business objectives, ensuring meaningful and sustainable impact.
  • Awareness Programs: Develop comprehensive training programs to raise awareness and understanding of DE&I principles among employees at all levels. We help equip your team with the knowledge and skills needed to foster an inclusive and respectful work environment.
  • Employee Resource Groups (ERGs): We help in the creation and establishment and growth of Employee Resource Groups that promote a sense of belonging among various communities within your organization. Facilitate networking, mentorship, and collaboration opportunities.
  • Inclusive Recruitment Strategies: Get the best people to Develop and implement inclusive recruitment and hiring strategies to attract diverse talent. Advise on creating an unbiased and equitable hiring process.
  • Community Engagement: Facilitate partnerships with community organizations and initiatives that align with your DE&I goals. Strengthen your company’s commitment to social responsibility and community impact.
  • Metrics and Reporting: Establish key performance indicators (KPIs) to measure the success of your DE&I initiatives. Provide regular reporting and analysis to track progress and identify areas for continuous improvement.

Employee Branding

There is never a wrong time to create your employer brand, whether you are first year in your business or 15 years old, the time is always now. Employer branding not only helps in securing a brand identity you wish to communicate to the candidates and prospective employees but also creates a work environment, community, and career for your employees. 

With the help of Navvyasa Consulting, build your employer brand that not only reflects your Vision for your organisation but also builds the pillars of the Employer Value proposition which helps in not only attracting talent but retaining the existing talent too.

We help you build your communication charter both internally and externally through thorough audits and an understanding of the mechanics of your organization. 

Discovery Phase​ – We understand who you are, what is your mission, vision, and operating values. We also understand your needs as an organization. This is carried out with online surveys, 1-o-1 interactions, roundtables, and focus groups.

Planning Phase​ – After we have collected all our information from your end, we move to the planning phase, where we confirm Scope and Objectives​, identify Key Stakeholders on both sides​and develop a Rewards and Recognition Plan along with timelines with impact and evaluation matrixes to measure our results. 

Implementation​ Phase​ – There are two ways post which we can help after the planning phase, one is where we move to the implementation phase post data collection and insights. Here we will create mechanisms to implement by your SPOCs/could be provided by Navvyasa Consulting. 

Reporting​ Phase – Once the implementation phase has been completed, we move to the reporting phase, where we believe in robust documentation and reporting​ for smooth closure and transition. We also don’t want to leave any of our clients mid-way and help in post-engagement follow-up and knowledge sharing.

HR Digitalization

HR digitalization is critical for organizations looking to improve efficiency, make data-driven decisions, enhance the employee experience, and remain competitive in a rapidly evolving business environment. It enables HR departments to become more strategic partners within their organizations and adds value to the overall business.

It also helps in increasing the overall productivity of the HR department by automating tasks that were completed by numerous workforce. At Navvaysa Consulting, our aim lies in the digitalization of menial tasks that require a lot of manpower to become digitalized from the creation of offer letters to mailers to onboarding and offboarding.

A team of experts will help you set processes in place, where HR moves from an operational partner to a strategic partner. Get in touch to learn more about our HR digitalization processes.

Organization Development & Capability Building

When the industry landscape is continuously evolving,  the organizations too, need to be agile to adapt and enhance their capabilities to thrive. Our Organisational Development and Capability Building Services are designed to empower your organization to navigate change, foster innovation, and develop the skills and culture necessary for long-term success. At Navvaysa Consulting,, we offer a range of solutions to enhance your organizational effectiveness and build a high-performance workforce.

Our Organisational Development and Capability Building Services:

Change Management: We offer to create strategies that are built on planning, implementing, and managing changes within the organization. 

Leadership Development: Our leadership development programs are crafted to groom high-potential individuals for leadership roles, fostering essential skills such as effective communication, strategic thinking, and team leadership.We help clients build the internal capabilities of their managers and individual contributors to grow within the organization. It could be first-time managers or veterans, our training plans are customized for all. 

Team Development:  Team development is not just about building a group of individuals; it’s the art of fostering collaboration, harnessing diverse strengths, and empowering each member to contribute their best, creating a collective force that surpasses individual capabilities. We strongly believe in collective effort and design plans that are according to your organizational needs. 

Culture Transformation: Culture is created through a concentrated effort to strategically shift the core values, beliefs, behaviors, and norms within an organization. We help clients in reshaping the organizational culture to align with new goals, values, and desired outcomes. 

Talent Development and Training:  We believe in creating a comprehensive Talent Development and Training program designed specifically to meet the unique needs of our clients.

Career & and Succession Planning

A strategic and well-executed career and succession planning program is vital for the sustained success and growth of your organization. Our specialized services are designed to empower your workforce, identify and develop future leaders, and ensure a seamless transition of talent within your company. Here’s why partnering with us can make a significant impact:

  • Strategic Talent Management: We help in crafting a tailored career and succession planning strategy aligned with your business goals 
  • Leadership Development Programs: LDPs are the most important aspect of creating a succession pipeline and we implement leadership development initiatives to nurture the skills and capabilities of your high-potential employees.
  • Individualized Career Planning: We work with employees to create personalized career development plans based on their aspirations and organizational needs. Help foster a culture that encourages continuous learning and professional growth.
  • Skills and Competency Assessments: We have a vast variety of comprehensive skills and competency assessments to identify current strengths and areas for improvement within your organization’s talent pool. These have been created to provide data-driven insights to inform career and succession planning decisions.
  • Mentorship and Coaching Programs: Navvaysa Consulting helps in facilitating mentorship and coaching programs to connect experienced professionals with emerging talent.
  • Continuous Monitoring and Adaptation: Once the action plan is implemented, we continuously monitor and report, where we believe in robust documentation and reporting​ for smooth closure and transition.

On-boarding and Exit Management

Onboarding and Exit processes are vital components of managing employees who enter and exit an organization.. These processes help ensure a smooth transition for employees as they start working with your organization (onboarding) and when they decide to exit the organization. We believe that having a robust onboarding and Exit Management helps in improving employee morale, productivity and also creates a healthy work culture.

Here is how we make sure that you get the best Onboarding and Exit Management for your organization- 

Identifying the Gaps​ – We understand who you are, and what is your mission, vision, and operating values. We also understand your needs in terms of what your business is, and the kind of employee base you have when it comes to onboarding and make a great onboarding experience that reduces early attrition. 

For Exit Management, we provide a thorough analysis of the process that an employee has to go through and also what could be the main reasons for attrition in the organization.

Creating a robust Onboarding and Exit Plan​ – After we have collected all our information from your end, we move to the planning phase, where we confirm Scope and Objectives​, identify Key Stakeholders, ​and develop an Onboarding and Exit Management Plan along with timelines with impact and evaluation matrixes to measure our results. 

Execution Phase​ – There are two ways post which we can help after the planning phase, one is where we move to the implementation phase post data collection and insights. Here we will create mechanisms to implement by your SPOCs/could be provided by Navvyasa Consulting. 

Reporting​ Phase – Once the implementation phase has been completed, we move to the reporting phase, where we believe in robust documentation and reporting​ for smooth closure and transition. We also don’t want to leave any of our clients mid-way and help in post-engagement follow-up and knowledge sharing.

Policy Development

Policy development is essential for creating a structured, consistent, and accountable framework for decision-making and action within organizations. Well-crafted policies help achieve objectives, manage risks, ensure compliance, and promote fairness and efficiency. This also helps create guidelines for employees to function within an organization and have a sense of equitability and fairness.  

With helps organizations with policies that are suitable for their employee base and industry but also are compliant with government norms and laws. 

A company can either opt for pre-made policies that our experts have created or get custom-made by our team. The process of policymaking remains fairly easy and simple – understanding your needs as a company, industry, employee base, etc, and providing you with policies that fit best for their needs. 

Apart from policy development, we help create policy awareness and communication plans so that awareness of these policies is high in the organization. 

Discovery Phase​ – We understand who you are, what is your mission, vision, and operating values. We also understand your needs as an organization. This is carried out with online surveys, 1-o-1 interactions, roundtables, and focus groups.

Planning Phase​ – After we have collected all our information from your end, we move to the planning phase, where we confirm Scope and Objectives​, identify Key Stakeholders on both sides, ​and develop policies that are curated for your organsiation,  along with timelines with impact and evaluation matrixes to measure our results. 

Implementation​ Phase​ – There are two ways post which we can help after the planning phase, one is where we move to the implementation phase post data collection and insights. Here we will create mechanisms to implement by your SPOCs/could be provided by Navvyasa Consulting. 

Reporting​ Phase – Once the implementation phase has been completed, we move to the reporting phase, where we believe in robust documentation and reporting​ for smooth closure and transition. We also don’t want to leave any of our clients mid-way and help in post-engagement follow-up and knowledge sharing.

HR Assessment

Understanding the needs and gaps of an organization is critical to its health analysis.  HR assessment provides valuable insights into the effectiveness of an organization’s human resources function, helps identify areas for improvement, and ensures compliance with laws and regulations. Regularly conducting HR audits is essential for maintaining a healthy and well-functioning HR department and, by extension, the organization as a whole.

Remember that the HR assessment process should be conducted regularly to keep HR functions aligned with the organization’s evolving needs and changing legal requirements. It serves as a tool for continuous improvement in HR practices and contributes to overall organizational success.

Navvyasa Consulting provides a thorough process to organizations looking for HR assessment and valuable insights and helps develop actionable recommendations for the organization.

For HR Assessment, our four-step comprehensive process readies the organizations for their March Fillings and overall organization health for a new financial year.

Pre-Audit Preparation ​​– Before the Assessments are launched, we start the process by conducting a discovery call​, defining the objectives and Scope​ of the HR Assessment, and then assembling the Audit Team​.

Data Collection and Review –  Once the pre-audit preparations are completed, and objectives have been agreed upon, we will move on to the stage where we gather documentation​, various employee clusters will be Interviewed and Surveys will conducted. 

Review of Legal Compliance​- We move on to review of Legal compliance consisting of PF returns, ESIC, taxes, and other acts along with mandatory training fillings. 

Assessment and Analysis​ –  Once both data collection  and review of Legal Compliance have taken place, we will conduct a thorough assessment and analysis by our team of experts. 

Reporting and Recommendations​ – We provide actionable recommendations that can be used to improve various gap areas identified during the HR audit. 

Follow-Up and Monitoring​ – We help in rolling out these recommendations and help monitor progress and give additional guidance if needed.

Manpower Planning

Manpower Planning is often one of the most vital strategic actions taken by an organization, despite this, very few organizations can have meaningful manpower planning processes set in place.. The reason why so many organizations falter is partly due to a lack of demand forecasting and exponential growth targets set by the teams. 

With Navvyasa Consulting, not only do we provide you with manpower planning post understanding of your organization but also your mission and vision and your 1, 3, and 5-year revenue and growth goals. Manpower planning helps in making sure the organization doesn’t become too bloated or too lean for it to function properly. 

We will provide you with yearly forecasting and help you fulfill these demands with our bespoke recruitment solutions. 

Demand Forecasting: Estimate the future workforce needs based on the organization’s growth, changes in market demand, technology advancements, and other relevant factors. This involves projecting how many employees will be required and in what roles.

Budgeting: Develop a budget for workforce planning activities, including recruitment costs, training expenses, and employee compensation. Ensure that the financial resources are allocated to support the plan.

Monitoring and Feedback: Continuously monitor the workforce planning process. Assess the effectiveness of the strategies implemented and make adjustments as needed. Feedback from managers and employees can provide valuable insights.