GullyHR
Industries · BFSI

HR Management Solutions for Banking, Financial Services and Insurance

Build HR for a sales-led workforce where trust, verification and incentive design decide everything.

BFSI businesses run large field and branch sales forces alongside operations, credit, collections and service teams. Hiring is continuous, attrition is high, and every employee sits close to customer money.

  1. Plan
  2. Hire
  3. Onboard
  4. Manage
  5. Develop
  6. Perform
  7. Engage
  8. Retain
  9. Exit
  10. Improve

When HR processes are weak, you may see

  • High sales-force attrition
  • Continuous bulk hiring pressure
  • Incentive scheme disputes
  • Background verification gaps
  • Branch roster and coverage issues
  • Certification and licensing lapses
  • Conduct and mis-selling risk
  • Collections-team turnover
  • Inconsistent branch-level HR practice

We help BFSI businesses build hiring, incentive and conduct processes that scale across branches and field teams.

Who we work with

Adapted to branch network, field-force size, product mix and the balance of on-roll and off-roll staff.

  • Banks
  • NBFCs
  • FinTech Companies
  • Insurance Companies
  • Insurance Agencies
  • Loan Companies
  • Microfinance Companies
  • Investment Firms
  • Wealth Management Companies
  • Financial Advisory Firms

What the HR system covers

Most businesses take a few of these at a time, in an order decided by what is costing them most. Open any area to see what it includes.

Branch, Field and Corporate Structure

Three workforces, one HR function.

What this covers

Customer-facing

  • Branch Managers
  • Relationship Managers
  • Sales Officers
  • Field Executives
  • Tele-sales
  • Customer Service
  • Collections

Corporate and control

  • Credit
  • Operations
  • Risk
  • Compliance
  • Audit
  • Product
  • Finance
  • HR
  • IT
  • Legal
  • Organisation structure
  • Branch and cluster structure
  • Field hierarchy
  • Reporting lines
  • Approval matrix
  • Span of control
  • Position levels

Sales-Force Hiring at Scale

Continuous hiring against continuous attrition.

What this covers
  • Rolling manpower plan
  • Branch and territory requisition
  • Sourcing channels
  • Bulk screening
  • Sales aptitude assessment
  • Document verification
  • Background verification
  • Reference checks
  • Offer and joining
  • Replacement turnaround tracking

Background Verification

Verification is not optional in this sector.

What this covers

Employees in financial services sit close to customer money and customer data. Verification needs to be a defined step with a recorded outcome, not a phone call somebody remembers making.

  • Identity verification
  • Address verification
  • Education verification
  • Previous employment verification
  • Reference checks
  • Criminal record check where applicable
  • Verification status tracking
  • Re-verification on role change
  • Exception approval process

Certification and Licensing Records

Qualifications that expire.

What this covers
  • Role-wise certification requirements
  • Certification status by employee
  • Validity and expiry tracking
  • Renewal reminders
  • Training completion for certification
  • Blocked-from-selling status where applicable
  • Records for audit

Incentive Scheme Design

The most disputed document in any BFSI business.

What this covers

Incentive disputes come from rules nobody wrote: clawback on early closure, treatment of shared leads, payout after resignation.

  • Scheme design by role
  • Target setting
  • Slab structure
  • Clawback rules
  • Cancellation and early-closure treatment
  • Shared-lead rules
  • Payout timing and approval
  • Incentive on exit
  • Scheme communication
  • Dispute resolution route

Branch Rosters and Attendance

Coverage through banking hours, across branches.

What this covers
  • Branch working hours
  • Manning norms by branch size
  • Roster and relief
  • Field attendance and beat plans
  • Mobile attendance for field staff
  • Leave approval by branch
  • Missed punch regularisation
  • Attendance cut-off
  • Multi-branch consolidation

Performance by Role

Sales, service and control measured differently.

What this covers

Sales and collections

  • Business sourced
  • Conversion
  • Persistency or repayment
  • Collection efficiency
  • Customer complaints
  • Activity metrics
  • Attendance

Operations and service

  • Turnaround time
  • Accuracy and error rate
  • Audit findings
  • Customer service scores
  • Process adherence
  • Training completion

Conduct and Mis-selling Risk

Consistent handling of customer-facing misconduct.

What this covers
  • Code of conduct
  • Customer-interaction standards
  • Mis-selling complaint process
  • Investigation procedure
  • Show-cause and warning process
  • Escalation matrix
  • Disciplinary consistency review
  • Incident documentation
  • Corrective action tracking

Attrition and Retention

Sales attrition is a business-plan variable.

What this covers
  • Attrition by role, branch and vintage
  • First-90-day attrition
  • Manager-wise turnover
  • Exit reasons
  • Cost and time to replace
  • Stay interviews
  • Career path from field to branch
  • Incentive-linked retention
  • Critical-role backup

BFSI HR Dashboard

Headcount, productivity and risk in one place.

What this covers
  • Headcount by branch and role
  • On-roll vs off-roll
  • Open positions and ageing
  • Time to hire
  • Verification pending
  • Certification expiry
  • Attendance
  • Attrition by branch and vintage
  • Incentive payout
  • Conduct cases
  • Employee cost
  • Training completion

BFSI HR maturity assessment

Each area is scored on the same five-level scale, so management can see where HR stands today and what to improve first.

Request a BFSI HR audit
  1. 1

    No defined process

    Activities happen differently each time.

  2. 2

    Informal, person dependent

    Processes exist but depend heavily on individual employees.

  3. 3

    Documented

    Processes and responsibilities are written down.

  4. 4

    Implemented and measured

    Processes are followed and performance is measured.

  5. 5

    Automated and continuously improved

    Technology-enabled, measured and improved deliberately.

What you receive

Depending on the engagement. Scope and sequence are agreed after the audit.

  • HR Audit
  • HR Gap Analysis
  • HR Improvement Roadmap
  • Organisation Structure
  • Manpower Plan
  • Job Descriptions
  • KRA and KPI Framework
  • Competency Framework
  • Recruitment Process
  • Onboarding Framework
  • Attendance and Leave Process
  • Performance Management System
  • Training Framework
  • Employee Engagement Framework
  • Retention Plan
  • HR Policy Manual
  • Employee Handbook
  • HR SOPs
  • HR Forms
  • HR Templates
  • HR Calendar
  • HR Dashboard
  • HR MIS
  • HR Automation Roadmap
  • HRMS Implementation Framework

Our HR transformation approach

  1. 1

    Assess

    Understand the business, its workforce, current processes and HR challenges.

  2. 2

    Identify gaps

    Find the missing, weak, inconsistent or person-dependent processes.

  3. 3

    Design

    Create the structure, processes, policies, SOPs, dashboards and systems needed.

  4. 4

    Implement

    Help HR and department managers actually adopt the new system.

  5. 5

    Automate

    Digitise repetitive and approval-based workflows where it is worth doing.

  6. 6

    Measure

    Track hiring, attendance, employee cost, performance, training and attrition.

  7. 7

    Improve

    Strengthen the people-management system continuously, not once.

Build an HR function that supports growth and control

A strong BFSI HR function helps the business:

  • Hire continuously without dropping standards
  • Complete verification before joining
  • Keep certifications current
  • Settle incentives without dispute
  • Reduce sales-force attrition
  • Handle conduct cases consistently
  • Man branches to plan
  • See productivity by branch
  • Strengthen audit readiness
  • Support branch and territory expansion

Build a better HR system for your financial services business

Whether you run a branch network or a field force, we can help build hiring, incentive and conduct processes that scale.

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