Chief Human Resources Officer

1. People Strategy, Organization Development & Business Partnering:

• Own the people strategy and translate business objectives into workforce, talent, and capability priorities.
• Drive organization design, manpower planning, and productivity, and support organization changes and workforce transitions.
• Establish an HRBP model aligned to business functions, with HRBPs acting as strategic partners to business leaders.
• Surface talent risks, attrition trends, and capability gaps to leadership, and advise the Directors on people and organizational matters.
• Build an accountability-driven, high-performance culture.

2. Talent Acquisition & Workforce Planning:

• Lead hiring across leadership, critical, niche, and volume roles, backed by a workforce planning framework.
• Improve time-to-hire, cost and quality of hire, and offer-to-joining ratios through hiring governance and analytics.
• Build talent pipelines, succession readiness, and employer branding.

3. HR Operations & Governance:

• Provide oversight of HR operations, employee lifecycle, payroll, policies, and HR systems.
• Drive digitization, dashboards, and MIS for data-driven decisions.
• Ensure labour law compliance, controls, audits, and process discipline.

4. Learning & Development:

• Build a structured capability framework based on organization and function-level gaps.
• Design leadership development, succession readiness, onboarding, and functional learning interventions.
• Measure training effectiveness and business impact.

5. Performance Management & Culture:

• Own the performance framework - goal setting, KRAs/KPIs, reviews, calibration, and improvement plans.
• Partner with leadership on high performers and underperformers.
• Build a culture of ownership, meritocracy, and recognition.

6. Employee Engagement & Retention:

• Develop engagement and retention strategies with structured employee listening.
• Build targeted retention interventions for critical and high-potential talent.
• Strengthen employee experience across the lifecycle.

Ideal Candidate Profile:

• 18+ years of progressive experience in Human Resources, with min 5 yrs. of exp leading a HR function.
• Experience as CHRO / Group CHRO / HR Head / Senior HR Director in a mid-to-large organization.
• Proven experience in building HR functions and processes in a rapidly growing organization.
• Strong business orientation with the ability to connect people strategy with business outcomes.
• Experience in organization design, workforce planning, leadership development, performance management, and succession planning.
• Strong stakeholder management and executive presence.