Roha Housing Finance is a housing finance provider focused on delivering home loans and housing-related credit solutions to retail and underserved segments across India. Operating in the affordable housing and microfinance-adjacent space, the company...
“I joined two years ago and I really like the practical exposure — you learn fast in operations,” says one collections executive. Another employee in credit appraisal shares, “You get autonomy, but you will sometimes have to juggle a few urgent tasks late in the day.” There are many stories like these: staff appreciate the learning curve and on-the-ground experience, and they often cite friendly peers and hands-on work. If you are considering working at Roha Housing Finance, expect candid feedback, mentorship from seniors, and occasional long days during peak months.
The company culture at Roha Housing Finance leans toward practical, performance-driven teamwork. People work together to meet targets, and there is a clear focus on customer-facing outcomes. Socially, teams are collegial and you will find coworkers who will help you out. At the same time, the environment is not overly formal — you will notice a mix of startup energy and traditional finance discipline. For job seekers evaluating company culture at Roha Housing Finance, it is important to know that collaboration and delivery are valued more than rigid process adherence.
Work-life balance at Roha Housing Finance varies by role. Field and sales staff will tell you that travel and client meetings can stretch the day, while corporate functions tend to have more predictable hours. Many employees report that they can manage personal commitments when there is transparent communication with managers. There are busy periods tied to quarter-ends and product rollouts, but people do get time off for family needs. If work-life balance at Roha Housing Finance is a priority for you, consider roles that are office- or policy-focused rather than field-heavy.
Job security at the company is generally stable. The business operates in a regulated sector with steady demand for housing finance, which provides a cushion against abrupt closures. There have been restructuring efforts in response to market cycles, but mass layoffs are not common. Employees with clear performance records and specialized skills in credit or risk are more secure. New hires should expect a probationary period, after which job continuity is tied to performance metrics and adherence to compliance standards.
Leadership at Roha Housing Finance is pragmatic and target-oriented. Senior management sets clear revenue and compliance goals and expects teams to deliver. Communication from the top is formal and periodic town halls are used to share strategy. Decision-making can be centralized for high-impact items, while operational decisions are left to mid-level managers. Overall, the leadership provides strategic direction and expects managers to execute with measurable outcomes.
Managers are generally experienced and focused on results. Many employees report that their immediate supervisors are accessible and willing to coach. Performance reviews are structured and tied to defined KPIs. Feedback tends to be direct; this helps high performers but can be challenging for those who prefer a softer management style. There may be variability in managerial skill across branches, so experiences can differ depending on your unit.
The company invests in role-specific training such as product knowledge, credit appraisal, and regulatory compliance. New employees receive onboarding modules and periodic refresher courses. There are also on-the-job learning opportunities through shadowing and cross-functional projects. Formal certified programs are limited, but sponsorships for external courses may be available for high-potential staff. Overall, learning is practical and tied to immediate job needs.
Promotions are available but typically follow a performance-and-tenure model. High performers who meet targets and demonstrate leadership often move into senior specialist or team lead roles within a few years. The promotional ladder is clearer in sales and operations than in certain support functions. Those aiming for faster progression should focus on measurable contributions and visibility in cross-team projects.
Salaries are competitive for regional finance firms. Entry-level roles such as field executives and customer-service staff typically earn in the lower to mid-range of the market. Mid-level roles like credit officers and branch managers receive mid-range salaries with scope for increments based on performance. Senior roles, including regional heads, command market-competitive packages. Compensation packages generally include base pay, statutory benefits, and performance-linked variable pay.
Bonuses and incentives are performance-driven and play a significant role in total compensation. Sales and collections teams have structured incentive schemes tied to targets. Back-office and support teams may receive annual bonuses based on individual and company performance. Incentive payouts are subject to meeting compliance and quality metrics in addition to sales numbers.
Health and insurance benefits are standard and include group medical coverage and basic life insurance. Provident fund and gratuity are provided as per statutory requirements. Some levels of staff have access to family floater medical plans and periodic health check-ups. Coverage limits and add-on benefits vary by role and seniority.
Engagement activities include town halls, festival celebrations, and team outings. Recognition programs reward top performers monthly or quarterly. CSR activities occasionally involve employee participation, which helps with team bonding. Engagement is practical and aimed at keeping morale up during busy cycles.
Remote work support is limited and role-dependent. Corporate and some support functions may adopt hybrid arrangements, but many client-facing and field roles require on-site presence. The company provides necessary tools like laptops and mobile apps for remote tasks when applicable, but it is not positioned as a remote-first employer.
Average working hours differ by function. Office-based teams typically log 9 to 10 hours including commute and breaks. Field teams and sales staff can expect variable hours depending on client availability, often extending into evenings. Overtime is not universal and is usually compensated through incentives or leave adjustments.
Attrition has been moderate, reflecting the performance-driven nature of the business. The company has not had widespread, recurrent layoffs; occasional restructuring has taken place during market downturns. Employee turnover is higher in entry-level field roles but lower in specialized credit and compliance teams.
Overall, the company scores well for hands-on learning, practical exposure, and a performance-oriented culture. It is suitable for professionals who thrive in target-driven environments and want to grow in housing finance. The company would receive a rating of 3.8 out of 5 for career growth potential, culture, and benefits combined.
Read authentic experiences from current and former employees at Roha Housing Finance
Working in the branch gave solid field experience in housing loans and customer relationships. Local managers were supportive, and travel for client meetings kept the role varied. Roha's focus on retail housing finance is a good learning ground for sales skills.
High target pressure with long working hours, especially at month end. Commission and incentive structure could be more transparent. HR processes can be slow and internal communication sometimes unclear.
Good exposure to home loan underwriting and documentation. Roha Housing Finance provides structured training for freshers and regular upskilling sessions. Team leads are approachable and there's a clear emphasis on process compliance which helps when learning mortgage credit.
Compensation is average compared to bigger NBFCs, and promotion cycles are a bit slow. Some legacy IT tools can be frustrating at times.
