Nurturing a Diverse, High-Performing Workforce
Building a fair and inclusive work environment where our people feel safe, empowered and motivated is a key priority at CAMS and the driving force behind our enduring growth and goodwill. A comprehensive range of human capital interventions is implemented around the core pillars of our employee-centric culture, creating sufficient pathways for career progression and leadership development, while cultivating an innovative and high-performing workforce.
Core Pillars of People-Empowerment
The holistic well-being and growth of our people is supported through impactful initiatives and policies designed in alignment with our five key pillars. These include customised L&D programmes, strategic talent acquisition and retention, leadership development, employee engagement initiatives, and continuous performance monitoring, among others, precisely aligning talent with the organisational goals and strengthening our human capital.
Talent Attraction & Acquisition
Our success is defined by the quality of our talent and our focus on continuously scaling their capabilities. Recognising this, we have implemented various talent acquisition and development initiatives, ranging from internal and lateral hiring, engagement with India's top educational institutions, and curated strategic learning programmes to robust employee recognition and motivation mechanisms.
Talent Systems
myJarvis, an integrated HR tool, is deployed by CAMS to efficiently manage its talent systems, streamline HR processes and enhance employee performance and overall experience.
Talent Management and Development
The growth of our people is underpinned by CAMS sustained emphasis on providing adequate learning and upskilling opportunities across roles and functions. Over the years, we have integrated a need-based training culture, enabling our people to remain relevant and competitive in an evolving industry landscape. Comprehensive training programmes, certifications, e-learning modules, workshops, and structured programmes like Levelup, CAMS Leadership Paatshala (CLP), and Pragati power their growth journey.
Combined with a robust OKR-model based performance assessment framework, the HR interventions keep our people engaged and motivated to deliver superior performance and progress along their career trajectory.
Talent Engagement and Retention
A sustainable organisation thrives on a motivated, engaged, and satisfied workforce. At CAMS, we strive to deepen our relationship with our people and align ourselves with their needs and expectations, laying a strong foundation for employee retention.
Focussed initiatives, such as flexible work arrangements, mediclaim, car lease, comprehensive wellness drives, and a positive work-life balance, strengthens employee commitment and optimises productivity. Additionally, programs like the "Culture Code" and platforms like "Weave" for peer-to-peer recognition create channels for open communication, helping us to connect with our employees at regular intervals and motivate them for superior performance.
Intellect event
Silent reading event conducted in March 2026
A forum to engage in reading books
Wellness event
43Events were conducted during FY 2025-26
HR Compliance and Statutory Measures
At CAMS, employee safety is paramount. We strictly adhere to labour laws and meet relevant legal & statutory requirements, protecting employee rights and implementing policies to ensure a fair, safe, and ethical workplace. A few initiatives taken towards this end include deployment of automated systems for vendor audits, setting-up job abandonment processes, and providing self-access FAQs for employee queries.
Talent Management
Hiring the right people for the right role is just a part of our HR excellence strategy. By implementing efficient tools to monitor, assess and elevate employee performance, we ensure continuous improvement, enabling both individuals and the organisation to embark on a sustained and rewarding growth journey.
PIVOT : A framework for enduring success
As an organisation that firmly believes in nurturing a responsible and empowered workforce, CAMS places complete ownership in its employees to assess and enhance their own performance. This is enabled through "PIVOT" (Performance Invigoration via OKR Trajectory), our performance management framework, which integrates OKRs (Objectives and Key Results) framework to align individual ambitions with the organisational goals and motivate every employee to contribute to the shared purpose.
By nurturing a culture of constant learning and recognition, PIVOT encourages team CAMS to innovate and augment its capabilities, powering long-term success.
Hiring a future-ready team
A slew of HR engagement initiatives and recruitment drives were organised to hire people across teams and roles.
- Engaging with top academic institutions: In our pursuit to hire the best talent, we collaborated with and conducted multiple campus drives across India's premier educational institutes such as IIM, IIT & BITS etc.
- FuEL (Future Emerging Leadership Programme): Our flagship initiative, FuEL, aims to build a strong leadership pipeline by identifying future-leaders within our existing employee pool, followed by their extensive training and development.
- Project Odin: The project fulfils our requirement to find and recruit best-fits for our tech roles and has helped us to connect with thousands of promising candidates.
- Last year, CAMS onboarded 190 students from premier institutes, including 39 hires for the MF Back-Office and AIF teams. Many of these professionals are now contributing significantly within teams, with some already stepping into leadership roles in new and emerging accounts. This year, we have continued this momentum by hiring with 89 engineering graduates for Project Odin from leading engineering colleges.
- From April 2025, CAMS onboarded a new cohort of young professionals across multiple programs, 21 FuEL members for Mutual Fund Operations, 7 Tier members across Marketing, Product, Sales, and the MD's Office, 7 Management Trainees (MTs) for CAMSRep, CAMSPay, Finance, and the MD's Office, and 4 Graduate Engineer Trainees (GETs) for Cybersecurity and Product.
- This intake reflects CAMS' continued focus on building a strong pipeline of early-career talent to support key business and technology functions.
Leadership Development
An unwavering focus on developing future leaders helps us build a robust succession pipeline and foster a team that is motivated to learn, perform and step up to the next level. Various leadership development initiatives, including short to mid-term employee learning programmes, were taken during the year.
CAMS Leadership Paatshala
To accelerate operational and organisational efficiency, CAMS identified 96 core competencies, critical for its sustainable growth. Tailor-made workshops and long-term learning interventions were designed for our employees in alignment with these competencies, driving necessary cultural change and enhancing learning outcomes.
The structured Multi phase Executive Presence Development Program. This intervention combines experiential learning, personalised coaching, and practical application to build sustainable behavioural change.
Mastering Executive presence
Program Objective: Enhance Leadership presence by
- building participants' gravitas (composure under pressure, decisiveness, and emotional intelligence)
- enhancing communication impact through mastery of verbal and non-verbal techniques
- establishing professional polish in appearance, etiquette, and networking and ensuring sustainability of these behaviours through structured tracking, practice, and personalised feedback
LevelUp
First-time managers require close guidance and handholding to deliver desirable performance in their new roles. In line with this, LevelUp has been introduced as a six months leadership development programme to support the First time managers.
Modules covered: Effective Communication, Customer service essentials, Feedback essentials, Time management, Collaboration@work, Delegation skills. Along with eLearning modules form LinkedIn
Learning and Development
The benefits of a skilled and knowledgeable workforce are two-fold: on one hand it fosters a motivated, future-ready talent pool equipped to progress along their career and on another it strengthens the organisation to innovate, build capacity and sustain long-term performance.
At the core of our employee-centric culture is our commitment to providing adequate learning and development opportunities to our people. Some of the L&D initiatives taken during the year include:
Individual Learning Disposition (ILD)
ILD is a unique tool that supports employees in their learning journey by assessing their learning progress. By calculating the knowledge and proficiency gained by employees, ILD helps CAMS to identify suitable fits for career progression and succession planning, in alignment with its PIVOT Performance Architecture.
Executive Management Programme
LIBA, a training programme aimed to strengthen leadership across multiple levels within CAMS, is inspiring candidates to push their boundaries and move to the next level in their career. Last year, the programme was opened for all employees, providing them seamless access to learning and creating an environment for continuous improvement and performance excellence.
Skill Development
We prioritise upskilling our employees and equip them with the necessary tools to remain agile and resilient in an ever-changing industry landscape. A comprehensive range of skill-building programmes were rolled out during the year, fuelling innovative, state-of-the-art solutions tailored to consumer expectations.
Functional and Technological Training
As a leading financial service provider, CAMS is required to comply with the rules and regulations laid down by the statutory regulators and industry bodies. To ensure this, regular National Institute of Securities Market (NISM) certifications and training are conducted for our employees handling specific roles and responsibilities, as a crucial component of our L&D initiatives.
NISM certifications are mandated by SEBI for companies and their employees performing various roles in the financial markets such as mutual fund distributors, research analysts, etc. NISM-certified employees are equipped with the necessary know-how to perform their roles desirably and contribute to stronger corporate governance.
Employee Engagement
At CAMS, various engagement opportunities drive a workforce that is deeply connected and motivated. A culture of continuous dialogues and feedback empower our people to identify suitable opportunities and unlock their potential, fostering holistic well-being and enduring success.
105 Engagement initiatives organised attracting 4,000+ employees
The CAMS Communication Framework (CCF)
An empowered workforce comprises people who communicate freely and share a strong bond within themselves and with the company. The CAMS Communication Framework helps our employees to share their diverse perspectives, voice their expectations, report concerns and accelerate performance, while contributing to the shared organisational purpose.
Townhalls
Townhalls prove to be an excellent medium for employees to connect with their leaders in an open and informal manner. The events organised during the year served as important platforms for communicating leadership thoughts, vision, and strategy, aligning everyone with the organisational goals.
Diversity and Inclusion
CAMS reputation as an innovative and credible organisation rests on its robust Diversity and Inclusion framework. We take pride in the uniqueness of every individual we nurture and are enriched by their varied perspectives, experiences, and expertise.
Inclusion at the core
Our code of conduct and people practices ensure equal, unbiased treatment and opportunities for all, irrespective of their backgrounds, gender, cultures and geographies. We respect and value every employee, weaving a culture of collaboration and a deep sense of belonging.
Beyond gender bias
We promote a gender-inclusive workplace where every individual thrives, with only talent and potential determining an employee's career trajectory. A strong women representation within our workforce reflects our commitment to gender diversity and equal opportunities while driving balanced decision-making and long-term success.
Employee Health & Well-Being
We continue to invest in the health and well-being of our employees – an essential lever to their satisfaction and fundamental to organisational success. A wide range of health and fitness programmes, boosting the holistic well-being of our people, were organised in the year.
Employee Safety
CAMS Grievance Redressal Mechanism has been put in place for a prompt and effective resolution of the complaints and concerns raised by our employees.
Employee Recognition
We celebrate our people and appreciate their immense contribution to our growth and service excellence. Our employee recognition programme is centred around this philosophy and honours deserving candidates with rewards and acknowledgements. Beyond boosting their morale and confidence, it creates an environment of healthy competition, boosting learning and performance.
People's Pulse - CAMS Internal Newsletter
Our in-house magazine is a vibrant monthly publication that celebrates the diverse talents and lives of our employees beyond the workplace. It serves as a platform to showcase:
- Employee Stories: Inspiring journeys and personal milestones
- Achievements Beyond Work: Recognising passions, awards, and accomplishments outside professional roles
- Creative Expression: Featuring original stories, poems, artwork, and photography
- Thematic Editions: Special issues centred around engaging themes such as Mother Language Day, Humour Day, Siblings day, Travelogues, and more
The magazine fosters a sense of community, encourages self-expression, and strengthens connections by highlighting the human side of our workforce.