IBA Announces Vacancy for Senior Advisor (HR & IR), Stakeholders Raise Concerns Over Eligibility Norms

The Indian Banks’ Association (IBA) has issued a recruitment notification inviting applications from retired or soon-to-retire senior bank executives for the post of Senior Advisor – HR & IR, on a contractual basis at its Mumbai office. The position carries a monthly compensation of ₹2,46,400, along with conveyance and leased accommodation benefits as per policy.

The vacancy, released on November 20,  2025, was open exclusively to officers of CGM/GM (Scale VIII/VII) rank with a minimum three years of functional exposure in Human Resources & Industrial Relations at the DGM/GM/CGM levels.

Key Details of the Vacancy
-Position: Senior Advisor – HR & IR
-Location: Mumbai
-Application Deadline: December 6, 2025, 5:00 PM
-Age Limit: Not more than 62 years as on October 31, 2025
-Compensation: ₹2,46,400 per month + conveyance & leased accommodation
-Nature of Appointment: Contract for 3 years, extendable up to total 6 years or till age 65

Eligibility Requirements
According to the notification, applicants must be:
-Serving or retired CGM/GM, preferably CGM
-Having minimum three years’ experience in relevant HR & IR functions at senior levels

Knowledgeable in:
-HR & IR policy matters
-Conducting IR meetings with unions/associations
-Disciplinary procedures
-Service conditions of workmen under Bipartite Settlements
-Conciliation meetings at RLC/CLC level

Executives superannuating within the next year may also apply, subject to their bank’s willingness to permit deputation.

Application Process
Candidates must apply online through career.iba.org.in, upload their photograph and signature, and retain the system-generated acknowledgement number. Only shortlisted candidates will be contacted for interviews. No TA/DA is payable.

Stakeholder Reactions: Debate Around ‘Specialist’ Criteria
Sources have raised concerns, noting that the vacancy is classified under a specialist domain, HR & IR, yet does not require formal HR qualifications such as MBA-HR, Labour Studies, or HR certifications.

According to individuals familiar with HR professional structures in banks, the notification appears to favour generalist banking executives, enabling them to occupy specialist positions even post-retirement.

They point out that specialist officers recruited with HR qualifications in banks often face limited career progression, while senior generalists continue to handle HR & IR portfolios without mandatory domain knowledge standards.

Some sources also highlighted that HR remains a core function influencing disciplinary systems, workforce management, bipartite processes and union relations. They argue that formal HR competency requirements could strengthen consistency, transparency, and decision-making quality.

Further, sources indicate concerns about post-retirement contractual positions, which according to them may restrict opportunities for in-service specialist officers and limit structural reforms in personnel management across institutions.

“The Advertisement Speaks for Itself”: Concerns Over Absence of HR Qualifications
Stakeholders emphasise that the advertisement’s text clearly states no prerequisite academic HR qualification, which they see as an indicator of how specialist positions are often filled through generalist seniority rather than domain expertise.

They argue that, at a time when the government advocates structural reforms, mergers, and improved productivity, standardising HR competency norms across banks and associations could improve institutional capacity.