Dezerv
Website:
dezerv.in
Job details:
About the company:
Dezerv is a house of investing solutions for high-net-worth and affluent Indians. Dezerv is co-founded by Sandeep Jethwani, Vaibhav Porwal, and Sahil Contractor. They have led successful wealth management businesses and managed over USD 7 billion in assets. The Dezerv team brings together decades of investing expertise from leading global financial institutions like JP Morgan, UBS, BNP Paribas, etc. Our team of experts monitors the performance of portfolios and rebalances them if required to ensure long-term success. We are backed by marquee firms like Premji Invest, Accel, Elevation, Matrix, etc. Since inception, our clients have trusted us with over 17000 Crs of their assets.
Why are we building Dezerv?
Investing is stressful and emotional. Building & growing wealth is difficult and time-consuming. Most individuals struggle with managing their investments and money. Our goal is to help individuals grow their wealth without the stress, time, and costs involved in a traditional investment. At Dezerv, we are building a platform that leverages our decades of investment expertise to help individuals invest better for their future.
What are we trying to solve/mission?
We are passionate about helping Indians invest better. We manage investments with active oversight to help both sophisticated and new investors build long-term wealth across various market conditions.
About the Role
As a People Success Partner, you will own the Management Trainee cohort, driving their onboarding, engagement, development, performance, and retention. You will partner closely with Business Leaders to create meaningful growth journeys, identify and address people challenges, and ensure MTs are set up for long-term success.
Roles & Responsibilities
Program Management
- Own the Management Trainee program end to end for a batch of 300 trainees — program design, governance, cadence, and execution.
- Design the MT journey: rotations, learning milestones, performance checkpoints, and the transition of trainees into full-time roles across the business.
- Build program infrastructure:, review mechanisms, feedback loops, and structured reporting for leadership — leveraging AI tools to simplify and automate wherever possible.
- Partner with senior business leadership — share structured inputs on cohort performance, gather business feedback, and align program design with business priorities.
- Lead program meetings and reviews end to end — set the agenda, drive the discussion, close decisions, and follow through on actions.
- Continuously improve the program based on data, trainee feedback, and business input.
People Success Partnership
- Act as the success partner for the MT cohort — drive engagement, track individual outcomes, and intervene early where trainees are off track.
- Work closely with MTs on their growth — guide them on how their journey and career paths look within the organization, and support them through transitions between rotations and into final roles.
- Work with managers, function heads, and other stakeholders across the organization to set trainees up for success — clarify expectations, enable managers, and remove blockers.
- Build feedback channels with trainees and their managers, and translate what you hear into program and people interventions.
- Partner with the People Business Partner team on performance conversations, development plans, and any trainee-level escalations.
Employee Relations & Engagement
- Grievance Redressal: Act as the primary advisor for local line managers and the point of contact for resolving day-to-day employee queries or disputes.
- Drive Engagement: Plan and execute local employee engagement initiatives, town halls, and localized communication forums.
- Policy Guidance: Ensure local operations strictly adhere to company policies, POSH compliance, and localized workplace guidelines.
Employee Lifecycle Operations
- Onboarding & Induction: Oversee a seamless, localized onboarding and induction experience for all the new hires.
- Cross-functional Collaboration: Coordinate with central HR Operations, Talent Acquisition, and Tech teams using HRMS platforms such as Keka.
Strategic Business Partnering & Talent Management
- Performance Management: Own and execute structured performance review processes, ensuring alignment with fast-paced delivery milestones.
- Trend Analysis: Analyze workplace metrics, turnover rates, and data to design retention plans and targeted People initiatives.
What We Are Looking For
- 3-5 years of experience, with a meaningful portion in program management — ideally programs involving large cohorts, cross-functional stakeholders, and business outcomes.
- Business depth you should be able to speak the language of business leaders, understand how the organization makes money, and connect the MT program to business impact.
- AI-forward working style comfortable using AI tools (e.g., Claude, ChatGPT, HRMS automations) to simplify processes, build trackers and reports, and get things done independently at your own level.
- Genuine interest in working with MTs and early-career talent coaching them, guiding their growth, and being invested in their success.
- Excellent stakeholder management comfortable orchestrating across functions and holding people accountable without direct authority.
- Strong execution and data-driven decision-making, consistent follow-through, and uses cohort data to spot issues early and drive program decisions.
- High ownership and comfort with ambiguity this capability is being built from the ground up, and you will define how it works.
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