Our Culture and Values
We are an engineering-first organization that values ownership, bias for action, and long-term thinking. Together, we solve some of the hardest problems in banking tech. Our culture is built around trust, collaboration, and creating the conditions for you to drive impact proportionate to your potential. Reinforcing our commitment to creating an inclusive and supportive workplace, we have been consistently recognized as a Great Place to Work.
If you want to build cutting-edge banking tech that enables banks to serve millions reliably, securely, and at a population scale, Zeta is your playground.
Learn More About Zeta
If you would like to learn more about how we have grown and evolved over the years, watch our journey here. You can also explore our website and follow us on LinkedIn, Instagram,YouTube, and X.
About the Role
The incumbent will be part of Zeta’s talent management CoE. The individual will be expected to contribute towards building the overall talent strategy at Zeta and ensuring its translation into meaningful programs and initiatives that shape the employee experience. A key focus of the role is to work on initiatives across talent planning, career development, performance management, competency creation and engagement with the People Success team to create a culture focused on unparalleled learning and career growth.
Responsibilities
- Design job families, levels, career ladders and levelling criteria.
- Build functional and leadership competency frameworks with behavioural indicators for each level.
- Redesign the architecture when roles or structures change. Performance management
- Design and run the full performance cycle: goals (OKRs or KPIs), check-ins, reviews and calibration.
- Link performance outcomes to promotions, rewards and development. Talent reviews and succession
- Design and run regular talent reviews that assess employees on both performance and potential.
- Identify high-potential employees, critical talent and retention risks across the organisation.
- Identify critical roles and build succession plans for them, with successors mapped by how ready they are.
- Design development plans for successors and high-potential employees.
- Track pipeline health through bench strength, successor readiness and internal fill rates. Organisational change and design
- Assess the impact of restructures on roles, levels and career paths.
- Design and run the people side of each transition. Talent strategy and analytics
- Build the talent strategy and the annual talent calendar.
- Track talent metrics: performance distribution, internal mobility, bench strength and regretted attrition.
Skills
Strong analytical and data interpretation skills.
Proficiency in HRIS platforms such as Darwinbox, Workday, or SuccessFactors.
Strong understanding of talent management and organisational development practices.
Experience & Qualification
MBA in Human Resources or a related field.
6–8 years of experience in Talent Management or Organisational Development, preferably in a Consulting, Technology, or Fintech organisation.
Hands-on experience in designing career architecture, competency frameworks, and performance management systems.
Experience in talent reviews, succession planning, and organisational change.
Zeta is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We encourage applicants from all backgrounds, cultures, and communities to apply and believe that a diverse workforce is key to our success
Skills Required
- MBA in Human Resources or a related field
- 6-8 years of experience in Talent Management or Organizational Development
- Experience designing career architecture and competency frameworks
- Experience designing performance management systems
- Experience conducting talent reviews and succession planning
- Experience supporting organizational change
- Strong analytical and data interpretation skills
- Proficiency with HRIS platforms such as Darwinbox, Workday, or SuccessFactors
- Strong understanding of talent management and organizational development practices
- Experience in a consulting, technology, or fintech organization
Zeta Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Zeta and has not been reviewed or approved by Zeta.
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Fair & Transparent Compensation — Pay is considered competitive for some roles and markets, with market-aligned offers in certain senior or U.S.-based positions. Overall compensation tends to be seen as fine-to-good rather than top-tier.
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Parental & Family Support — Parental leave, adoption/fertility support, and childcare coverage are part of the package. These offerings contribute to a well-rounded family support mix even if specifics vary by location.
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Wellbeing & Lifestyle Benefits — Flexible hours, paid volunteer time, public-transport incentives, concierge services, and workplace perks are highlighted. These lifestyle-oriented perks add breadth beyond core pay and health coverage.
Zeta Insights
What We Do
Founded in 2015, Zeta is a provider of next-gen credit card processing platform. Zeta’s cloud-native and fully API-enabled stack offers a comprehensive range of capabilities, including processing, issuing, lending, core banking, fraud detection, and loyalty programs. With a strong focus on technology, Zeta has over 1700+ employees and contractors, with more than 70% dedicated to technology roles. Operating across the US, UK, Middle East, and Asia, Zeta has served a global customer base of 35+ clients who have issued over 15 million cards on Zeta's platform to date. Backed by prominent investors such as Softbank Vision Fund 2 and Mastercard, Zeta has raised $280 million, at a valuation of $1.5 billion.
