Captive Finance Operations Setup Director

The mandate

The Captive Finance Operations Setup Director will establish a permanent finance capability in Hyderabad with accountable leadership, controlled service acceptance and a credible talent institution. The appointment is not measured by seats filled or tasks moved. It must create an operating centre that can own complex finance execution, preserve enterprise control and grow leadership depth without becoming a low-cost dependency.

In the first 100 days, the director will establish local governance, hire the initial leadership spine, validate the proposed service perimeter and introduce readiness conditions for every transition. By month six, priority work should operate through tested controls, service measures and issue routes. By month twelve, the centre should demonstrate stable cycles, internal succession and an evidence-based plan for further capability.

The director owns site finance operations, local workforce strategy, operating budget, service acceptance and day-to-day control performance. The role may refuse or pause incoming work where process stability, documentation, data, access, training or retained ownership is inadequate. Global process and controllership leaders retain policy, judgement and formal balance responsibilities.

The centre must be designed for knowledge and decision quality, not just execution volume. Specialist tracks, controlled rotations, local process leadership and strong cross-market relationships will be built from the start. Any use of automation or external support must strengthen internal capability and leave clear operational ownership.

First-year success will be evidenced by stable outcomes, low hidden retained work, trained deputies, a healthy talent pipeline and transparent economics. The director will prevent launch urgency from institutionalising workarounds or ambiguous accountability that the permanent organisation then inherits.

What you will own

• Establish the site leadership, operating governance, control cadence, workforce plan and approved budget within the first 100 days.
• Validate the service perimeter and require documented process, data, access, control, training and retained-owner readiness before acceptance.
• Exercise authority to pause transitions and escalate disputed readiness to the designated executive decision forum.
• Build service and control measures connected to close, cash, quality, ageing and retained effort rather than activity counts.
• Recruit and develop process leaders, specialists and deputies through evidence-based proficiency and succession plans.
• Create an issue route that resolves cross-border ownership without turning the site into a passive recipient of upstream failure.
• Demonstrate stable performance across representative peak cycles before recommending further migration.
• Deliver a first-year centre health and expansion decision pack grounded in capability, value, control and talent evidence.

Candidate qualifications

• Show end-to-end leadership in establishing a captive or internal finance operations centre, beyond recruitment or migration management alone.
• Provide an example of pausing incoming work because readiness was inadequate and the evidence required before acceptance.
• Demonstrate design of local leadership, specialist careers and succession while building live operations.
• Bring broad finance-process and control knowledge sufficient to challenge proposed service boundaries.
• Evidence management of retained-work visibility, cross-border relationships and service economics after transition.
• Describe how you prevented launch targets from normalising manual workarounds or weak documentation.
• Show durable first-year outcomes across operating stability, talent health, control and internal capability.

Working terms and boundaries

• This is a full-time permanent appointment with authority over site operations, people, budget and service readiness within approved governance.
• Accounting policy, formal balance ownership, enterprise process standards and major investment approvals remain with designated leaders.
• Incoming work may be paused where accepted readiness evidence is incomplete.
• First-year evaluation covers control stability, capability depth, service value, retained effort and talent sustainability, not headcount alone.
• Equity or long-term incentives follow applicable plan, approval and vesting conditions.

Application

Applications for this mandate are received in one way only: through the India Board Terminal's application process. It is automated end to end. Your Executive Passport travels to the mandate holder in its confidential form, your answers to the three questions below are read before anything else in your file, and every stage that follows is recorded on your applications page.

There is no address to write to and no intermediary to call. The mandate holder reads what the Terminal delivers and nothing else, which is what keeps the process the same for every applicant and keeps your name out of it until you release it. Applications close on 11 October 2026. Mandate reference FNA-PER-2026-HYD-26.