People
People first, always
Employees
Average employee age
Average employee tenure
Creating a culture of trust and belonging
Our organisational ethos, captured by our brand philosophy 'Ghar ki Baat', reflects our deep commitment to building an environment of trust and care. Just as a home is a place of security and connection, we extend this sense of belonging to our employees.
Every action and initiative—right from recruitment to engagement, development, and recognition— embodies this spirit.
The Trust Framework at PNB Housing Finance ensures that our people practices are aligned with the highest standards of transparency, ethics, and accountability. Our senior leadership plays a pivotal role in championing this culture, embodying values such as integrity, humility, meritocracy, and empowerment, which shape the behaviours and decisions across the organisation.
Expanding our collective potential
In FY25, we continued to scale our campus hiring programme, building on the momentum of its relaunch the previous year. A total of 43 management trainees were onboarded from 13 leading campuses across India, selected from 267 applicants.
These high-potential postgraduates have been placed across key functions, including Sales, Credit, Legal, Audit and Human Resources.
This programme is a strategic investment in shaping a pipeline of future-ready leaders, deeply aligned with the values and culture of PNB Housing Finance.
New hires in FY25
Share of women in new hires in FY25
Prarambh: A thoughtfully curated onboarding experience
To ensure our employees begin their journey on a strong foundation, we have institutionalised 'Prarambh', an award-winning 90-day onboarding programme. The initiative goes beyond orientation and includes:
- Pre-joining engagement through personalised family welcomes and tree plantations symbolising long-term growth.
- Structured milestones like workspace setup, buddy allocations, role orientation and policy familiarisation.
- Continuous support via HR checkins, performance goal setting using SMART KPIs and quarterly feedback reviews.
Highlights of the initiative
Satisfaction
rating
Internal buddies trained
to guide new joiners
Living our core values
Our values—People First, Customer Centricity, and Ethical Standards—serve as the bedrock of our identity.
People first
We nurture and grow talent from within. In FY25, we promoted 134 internal employees to higher roles.
Meritocracy and recognition
We revamped our performance management system to a 5-point scale, promoting objective, merit-based evaluations.
Ethical culture
We uphold fairness, transparency, and accountability through strict compliance, whistleblower policies and
regular certifications.
Employees
promoted
High performers were given
leadership roles
Our 'Retention Gem' initiative celebrates customer service employees who go above and beyond, reinforcing our values in daily practice.
Building capability
Learning and development framework
Our comprehensive Learning & Development (L&D) strategy is designed to foster a future-ready workforce:
- Organisation-led Interventions: Large-scale programmes such as leadership development, regulatory training, and functional deep-dives.
- Functional training: Customised for roles across sales, credit, operations and risk, delivered by internal SMEs and measured by pre-post assessments.
- Behavioural training: Soft skills, customer centricity, and emotional intelligence training tailored for frontline and leadership roles.
Unique employees trained
Learning hours
Learning hours per employee
Digital learning ecosystem
Our e-Guru LMS and LinkedIn Learning platforms offer curated, self-paced, and accessible learning opportunities. Employees receive certifications for completing courses in business, technology, and personal development. Trainers regularly recommend content based on individual training needs, enabling personalised and impactful upskilling.
Leadership Development Programme
A five-day intensive classroom workshop was conducted in collaboration with the Indian School of Business (ISB) for selected members of the Talent Pool. The programme was strategically designed to foster and strengthen organisational culture, equipping participants with advanced insights and practical tools.
Parivartan Sales Leadership Programme
A targeted development programme was conducted for nominated Area Sales Managers and Branch Business Heads to strengthen leadership and sales capabilities. The programme focused on enhancing adaptability, action orientation, customer centricity and collaboration for ASMs, while BBHs were equipped to build high-performing teams and drive cross-functional collaboration.
Diversity, Equity and Inclusion (DEI): The Aikyam framework
True to our belief that diversity drives innovation, we implemented the Aikyam framework to institutionalise inclusivity and empowerment across the organisation. ‘Aikyam,’ meaning unity, is centred on three pillars.
SheReturns, our womenreturnee programme, offers career opportunities for women resuming work after a break, reinforcing our commitment to gender parity.
Gender diversity (16.2% in FY24)
Increase in female representation in top management from FY22 to FY25
Increase in female representation in senior management from FY22 to FY25
Innovation by all: A culture of ideas and ownership
Innovation is embedded in our DNA. At PNB Housing Finance, every employee, regardless of role, is encouraged to contribute ideas that drive progress. This philosophy is institutionalised through:
Mera Sujhaav:
The ideation platform
Our flagship platform, Mera Sujhaav, is a powerful channel for employees to share actionable suggestions. Managed by the Idea Council, chaired by the CFO and reviewed by the MD & CEO, it ensures transparency and recognition. This platform has:
- Democratised innovation across functions and levels
- Encouraged ownership and problem-solving
- Rewarded impactful ideas, enhancing morale and engagement
From idea to impact: How employee feedback
transformed customer engagement
One of the most impactful examples of innovation through employee input is the implementation of Salesforce CRM, replacing our legacy customer systems.
Key results
- Customer interaction: Enquiry volumes doubled, repeat customer emails reduced from 2.5 to 1.6
- Sales performance: Lead-to-login ratios improved 50-60%
- Operational efficiency: API query closures rose from 1,574 to 2,983/month; customer email closures rose from 83% to 91%
- Collaboration: Enabled realtime decision-making across 300+ branches
- Employee productivity: Sales and service teams reported substantial time savings and better collaboration
Complemented by LMS upgrade
The successful upgrade of our Loan Management System, based on employee feedback, resulted in faster processing, improved compliance, and a better customer experience.
These initiatives underscore how frontline feedback can power enterprise-level change—an enduring example of innovation by all.
Future-focused talent strategy
As we look ahead, our people agenda is aligned with long-term business priorities:
- Succession planning: Robust pipelines are being built through data-backed talent reviews and mobility programmes
- Leadership development: Targeted grooming of high-potential talent at mid- and senior levels
- Agile and digital capabilities: Ongoing reskilling to match evolving business models and digital-first initiatives
Strengthening retention
At PNB Housing Finance, we focus on retaining high-performing, valuesdriven professionals who form the backbone of our organisation. In FY25, our sustained efforts in enabling performance, providing growth opportunities, and creating a supportive work environment resulted in a marked reduction in attrition— among the best in the industry.
Overall attrition in FY25
Regretted attrition in FY25
Driving recognition, reward and growth
Our revamped performance management framework ensures fair and transparent assessments aligned to business impact and leadership behavior. Key elements include:
- Role-aligned competencies that balance functional expertise and leadership behaviour
- 360-degree feedback, promoting a culture of openness and growth
- Merit-based rewards to recognise standout performers across geographies and functions
Anchors Club: Celebrating enduring contributions
Loyalty and legacy matter. Our Anchors Club honours long-serving employees who have shaped our journey. Recognition is given across tenure milestones—starting from 3 years and going up to 25 years.
These individuals are our culture carriers, setting the benchmark for integrity, dedication and excellence.
Employees recognised as Anchors in FY25
MD's Toppers Club and Star Circle
To honour those who consistently go above and beyond, we have institutionalised two premier recognition platforms:
MD's Toppers Club - Recognises topperforming employees each quarter
MD's Star Circle - Celebrates individuals who create exceptional business impact
Winners are personally felicitated by the MD & CEO, followed by a dedicated lunch session—a forum to share experiences, ideas, and insights directly with leadership.
Awardees in FY25
Creating connections: Engagement that unites
We believe engaged teams drive performance—and culture is built through shared experiences. Our monthly engagement series, 'Happy Hour', brings employees together across locations for interactive, fun-filled sessions that foster bonding beyond the day-today. We also celebrate the extended PNB Housing Finance family.
Through 'Taiyari Udaan Ki', we recognise the academic achievements of employees’ children, reinforcing our culture of inclusion and belonging.