People

Culture. Care. Commitment.

A strong organisation is built on the foundation of its people. At PNB Housing Finance, we foster a culture of trust, inclusion and continuous growth, creating a workplace where every employee feels a sense of belonging and is empowered to contribute meaningfully to our shared success. Rooted in our 'Ghar Ki Baat' philosophy and 'People First' value, we foster a safe, respectful, and empowering workplace.

Great Place to Work for the third consecutive year, a spot among India's Top 75 Best Workplaces in BFSI and Best Workplace in the NBFC sector — reflect our commitment to a workplace where people feel valued, heard and inspired.
2,355 Employees
36 years Average employee age
2.7 years Average employee tenure

Trust, belonging, and shared purpose

At PNB Housing Finance, we believe that a workplace built on trust mirrors the concept of "Ghar"— a sanctuary of belonging, security, and confidence. This philosophy seamlessly integrates into every stage of our employee lifecycle, from the very first onboarding process ‘Prarambh’ to long-term career progression. Through regular engagement sessions with senior leadership team, new employees gain valuable institutional insights into the organisation and feel welcomed at the workplace.

By prioritising transparent communication, fair policies, empathetic leadership, and purposeful growth, the organisation consistently earns employee trust. This holistic approach drives deeper engagement, boosts retention, and inspires sustained high performance, ensuring the Company remains an empowering place to work.

Cultivating leadership: The FY26 Campus programme

Building on the momentum of our campus hiring programme, we welcomed 65 management trainees selected from 700+ applicants across 19 premier Indian campuses. Today, these talented postgraduates are driving value across key functions like sales, credit, finance, legal, audit, operations, IT, human resources and marketing.

Through this programme, we are strategically investing in a generation of future-ready leaders shaped by our unique organisational values.

705 New hires in FY26
23.3% Share of women in new hires in FY26

Prarambh: Cultivating trust from day zero

Trust begins well before an employee’s first day. Our award-winning onboarding programme, Prarambh, is designed to deliver a positive, reassuring introduction to the Company while setting a strong foundation for long-term career success.

The journey kicks off with thoughtful pre-joining touchpoints, including a personalised welcome message and a symbolic tree-planting initiative that reflects our commitment to growth, continuity, and shared responsibility.

  • On day one, we ensure complete operational readiness with fully equipped workspaces, onboarding kits, policy orientations, and team introductions.
  • To ease the transition, every new joiner is paired with a trained "buddy" for informal guidance and cultural integration.
  • Prarambh emphasises role clarity from the start through detailed orientations and SMART KPI alignments. Structured 30 and 90 days feedback loops encourage early course correction, build confidence, and foster an environment of open dialogue.

Blending operational excellence with a strong emotional connection, the programme achieved a standout satisfaction score of 4.5 out of 5.

280+ Internal buddies trained
to guide new joiners

Strategic talent development

Learning and development framework

Our comprehensive Learning & Development (L&D) strategy is designed to foster a future-ready workforce:

  • Organisation-led interventions: Wide-reaching initiatives covering leadership growth, regulatory training, and functional capabilities.
  • Functional training: Tailored for roles across sales, credit, operations, and risk, these programmes are delivered by internal SMEs and evaluated using pre and post training assessments.
  • Behavioural training: Tailored soft skills, customer-centricity, and emotional intelligence training for frontline and leadership roles.
2,774 Unique employees trained
79,400+ Learning hours
33.7 Learning hours per employee

Living our core values

People first

We are committed to nurturing and advancing our talent from within. Demonstrating this focus on internal growth, 54 employees were promoted to higher roles during FY26.

Customer centricity

Meritocracy and recognition - We transitioned to a 5-point performance management scale to ensure objective, merit-based employee evaluations.

Ethical culture

We maintain high standards of fairness, transparency, and accountability through strict compliance, whistle-blower policies, and periodic certifications.

269 Employees promoted
6 High performers were
given leadership roles

Digital and self-paced learning ecosystem

At PNB Housing Finance, digital learning is a strategic catalyst for operational efficiency and continuous upskilling. Through hands-on workshops and digital training programmes, employees build deep proficiency in daily job tools, directly reducing errors and accelerating productivity.

Upskilling in AI

We conducted exclusive, specialised workshops on upskilling in AI to help the leadership team understand the transformative impact of AI on industries, customer expectations and operational efficiency. The discussions simplified the concept of AI by demonstrating its role in automating workflows, enhancing customer experiences and accelerating innovation, while emphasising the importance of responsible AI adoption through strong governance, data ethics and transparency. Leaders were encouraged to adopt a business-problem-solving approach supported by AI-enabled solutions.

The programme reinforced leadership readiness by focusing on:

  • Digital literacy and informed decision-making
  • Experimentation and innovation
  • Identification of high-impact AI use cases
  • Building agile, future-ready teams

To expand learning horizons, the Company leverages its e-Guru LMS and LinkedIn Learning platforms. This ecosystem grants employees flexible, self-paced access to a massive repository of technical, leadership, and personal development courses. Upskilling is further personalised through curated trainer recommendations such as Bite-sized Learning and Theme of the Month with formal certifications awarded upon course completion.

Leadership development programme

We also partnered with the Indian School of Business (ISB) to deliver a high-impact, five-day residential workshop for key talent pool members. The programme focused on strengthening organisational culture and empowering participants with the advanced frameworks and practical tools needed to drive future business growth.

CruciBOLD India

Through this programme in partnership with TalentNomics India, we provide a 9-month leadership training to our female employees. Combining global mentorship, the programme has empowered participants to lead confidently and mentor the next generation, building a more equitable and resilient leadership pipeline.

Enabling transparent and two-way communication

At PNB Housing Finance, effective communication is fundamental to building trust and engagement. Through organisation-wide townhalls, functional interactions, HR Connects, skip-level meetings, and structured feedback channels, employees receive timely updates on business performance, strategic priorities, and organisational developments.

Sampark — Connecting people, strengthening trust

Sampark is PNB Housing Finance’s employee engagement and communication platform designed to foster openness, transparency, and meaningful dialogue across the organisation. Through regular interactions between employees and leadership, the initiative promotes accessibility, encourages feedback, and ensures that employees remain aligned with the Company’s vision, priorities, and culture. By creating multiple avenues for communication and engagement, Sampark strengthens trust, collaboration, and a shared sense of purpose across the workforce.

Aikyam: Fostering a culture of diversity, inclusion and empowerment

At PNB Housing Finance, trust is rooted in fairness and inclusion, driven by Aikyam — the Company’s diversity, inclusion, and empowerment framework. This initiative focuses on expanding representation, creating equitable opportunities, and ensuring dignity across all levels of the workforce.

Pillars

Diversity

Inclusion

Empowerment

Focus area

Gender, ability and under-represented talent

Equal access, respect and growth opportunities

Mentorship, flexible work, and leadership programmes

Impact

Broadened perspectives, better innovation and deeper customer empathy

Higher employee morale, lower attrition, enhanced collaboration

Future-ready workforce, increased engagement, stronger retention

20.1% Gender diversity
(17.6% in FY25)
15.4% Female representation in top
management in FY26
14% Female representation in
senior management in FY26

Employee experience
and retention

We foster a culture of belonging and a positive work environment that enhances employee satisfaction, engagement, and retention. Through continuous support and meaningful employee experiences, we strive to build a motivated, committed, and stable workforce.

22% Overall attrition in FY26
16.6% Regretted attrition in FY26

Ideas that inspire change

We believe that valuable ideas can emerge from every corner of the organisation. Employees are encouraged to contribute insights and suggestions that foster improvement and drive meaningful progress.

Mera Sujhaav: Empowering employee-driven innovation

PNB Housing Finance believes that meaningful innovation often begins with those closest to the work. To harness employee insights and encourage continuous improvement, the Company launched Mera Sujhaav, a dedicated ideation platform that provides every employee with an equal opportunity to contribute ideas and recommendations. The platform enables employees to share suggestions related to productivity enhancement, process efficiency, technology adoption, workplace improvement, cost optimisation, brand positioning, and employee benefits.

Strengthening the talent pipeline

As we look to the future, our people strategy remains closely aligned with the Company’s long-term growth ambitions and evolving business priorities.

  • Succession planning: Building a strong leadership pipeline through structured talent reviews, leadership assessments, and internal mobility opportunities to ensure organisational continuity and future readiness.
  • Leadership development: Investing in the development of high-potential talent through targeted learning, mentoring, and capability-building initiatives across mid-management and senior leadership levels.
  • Capability building: Continuously enhancing employee skills to support evolving business needs and accelerate digital transformation.

Driving high performance

Our enhanced performance management framework promotes transparency, fairness, and accountability while aligning individual performance with business objectives and leadership expectations. Key features include:

  • Role-based competency frameworks that integrate functional expertise with leadership capabilities
  • 360-degree feedback mechanisms that encourage continuous learning, development, and open communication
  • Performance-linked recognition and rewards that acknowledge exceptional contributions across functions and geographies

Recognising excellence

Topper’s Club, Star Circle Awards, Employee of the Month, Employee of the Year, Spot Awards, and Long Service Awards.

Anchors Club:
A legacy of commitment

At PNB Housing Finance, we value the enduring commitment of employees who have been instrumental in shaping our organisation. The Anchors Club celebrates long-serving employees across tenure milestones, recognising their unwavering dedication and contribution. As ambassadors of our culture and values, they continue to inspire excellence, integrity, and accountability across the organisation.

Topper’s Club and Star Circle

To celebrate exceptional performance and contributions, we have institutionalised two flagship recognition programmes:

  • Topper’s Club: Recognises top-performing employees for their outstanding achievements and consistent excellence.
  • Star Circle Awards: Honours individuals who deliver exceptional business impact and create meaningful value for the organisation.

As part of the recognition experience, award recipients are felicitated by the MD & CEO, providing a unique opportunity for employees to engage directly with leadership, share their experiences and ideas, and contribute valuable insights.

Employer branding

  • AchievHer/AchievMen: A storytelling platform that celebrates employees who are breaking barriers, assuming leadership roles and creating meaningful impact across functions. By showcasing authentic role models from within the organisation, these stories enhance visibility, challenge stereotypes and inspire others.
  • SheReturns: It supports women professionals re-entering the workforce after a career break, by offering structured reintegration, clearly defined roles and an inclusive, supportive work environment.
  • What’s in 37!: The leadership team came together for a fun, rapid-fire round to mark PNB Housing Finance’s 37th foundation year. Moving away from the usual formal tone, our leaders answered questions covering their personal journeys, leadership philosophies and their vision. The format offered an informal glimpse into the personalities behind the leadership — their instinctive takes and genuine pride in the organisation’s 37-year journey.

Creating meaningful employee experiences

We believe that strong teams are built through meaningful connections and shared experiences. Our employee engagement initiatives are designed to foster collaboration, strengthen relationships, and create a sense of belonging across the organisation.

Through our monthly ‘Happy Hour’ sessions, employees from different locations come together for interactive and engaging activities that encourage camaraderie beyond day-to-day work. We also celebrate the extended PNB Housing Finance family through ‘Taiyari Udaan Ki’, an initiative that recognises the academic achievements of employees’ children.