Chief Human Resources Officer

Location:

Reports to:

Industry:

Experience:

Role Summary

The CHRO will build, discipline, and professionalize the organisation

underperformance, low accountability, resistance to new talent, weak HR processes, and poor execution culture

high-performance, target-driven, compliant, and scalable organisation

Key Responsibilities

1. Build a High-Performance Culture (Top Priority)

• Introduce 

  monthly & weekly deliverables

   for all departments with tracking dashboards.
• Implement 

  strict performance management

   with consequences for non-performance.
• Enforce 

  discipline, punctuality, documentation, ownership, and cultural alignment

  .
• Identify underperformers early and run 

  PIP cycles

   with clear timelines.

2. Talent Acquisition & Leadership Hiring

• Fix recruitment bottlenecks and fill gaps in:
• 
  
• SCM
• Hydrogen
• EPC Project Teams
• Finance & Accounts
• Founder Office
• Build a fast, reliable hiring engine with:
• Clear JDs
• Standardised interviews
• Fitment scoring
• Background checks
• Ensure 

  20–30 high-quality hires per quarter

   depending on business needs.

3. Organisation Structuring for IPO

• Create final 

  org charts, KRAs, KPIs

  , and manpower planning for all GH2 verticals:
• 
  
• Solar EPC
• Electrolyzer Manufacturing
• Hydrogen Production SPVs
• BESS
• Corporate & Finance
• Founder Office
• Build systems that investors, auditors, and bankers expect:
• HRMS
• Payroll compliance
• Appraisal systems
• Documentation and policy frameworks

4. Policy, Governance & HR Operations

• Build and enforce HR policies: leave, travel, reimbursements, onboarding, exit, discipline, code of conduct.
• Create 

  transparent payroll

  , statutory compliance, and attendance processes.
• Implement HRMS for:
• Attendance
• Leave
• Payroll
• Appraisal
• Master data

5. Employee Relations & Culture Transformation

• Reduce internal politics, improve team alignment, and ensure collaboration.
• Ensure smooth onboarding, faster integration of new team members.
• Fix conflicts and communication gaps quickly.
• Build a strong culture of 

  ownership, speed, and performance

  .

6. Training, Development & Leadership Capability

• Build training programs for:
• 
  
• Project management
• Hydrogen & Solar sector learning
• Communication & leadership
• Compliance & safety
• Groom 

  second-line leadership

   under each HOD.

7. Direct Support to Founder & CEO

• Act as a strategic partner for:
• Scaling teams
• Setting performance expectations
• Aligning deliverables with business goals
• Preparing organisation for investors, bankers, IPO due diligence

Desired Profile

Must-Have

• Experience in 

  energy, infrastructure, EPC, or manufacturing

  .
• A 

  mature, strong, no-nonsense leader

   who can enforce discipline.
• Proven experience fixing:
• Underperforming teams
• High attrition
• Weak processes
• Ability to build teams from scratch during rapid scale-up.
• Excellent judgement in senior hiring and cultural fit.

Preferred

• HR leader who has worked with
• Fast-growing companies
• Promoter-driven environments
• IPO-bound organisations
• Ability to challenge and advise the Founder constructively.

Personality Traits

• Strong backbone, not afraid to call out issues.
• High emotional intelligence.
• System-driven and process-oriented.
• Fast execution mindset.
• Ability to build trust quickly across the company.
• Not political; must be transparent and ethical.

Qualifications

• MBA/PGDM in HR from a reputed institution.
• 12–20 years in HR roles, minimum 5+ years in leadership.