Chief Human Resources Officer

The role will have end-to-end ownership of Talent Acquisition (TA), HR Business Partnering (HRBP), HR Operations, and Learning & Development (L&D). The CHRO will partner closely with the Director's / CXO's to build the right organization structure, leadership pipeline, talent strategy, performance culture, employee experience, and organizational capabilities required to support rapid business growth. 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. - Demonstrated ability to manage both strategic HR initiatives and execution at scale. - Strong analytical and data-driven approach to HR decision-making.