Chief Human Resources Officer

Profile :- CHRO/ CPO - Head HR

Experience - 12 - 15 Years on Leadership role

Industry :-

Qualification – MBA or any postgraduate degree in Human Resources.

Reports to: - Managing Director

Location:

About the Company

Investment Banking, Institutional Equities, Wealth Management, Retail Broking, and Asset Management

About the Role

Chief Human Resources Officer (CHRO)

Key Responsibilities

Strategic HR Leadership

• Develop and implement a comprehensive HR strategy aligned with business growth objectives across verticals.
• Translate corporate strategy into measurable HR outcomes — workforce productivity, cost efficiency, and leadership readiness.
• Advise the MD and Board on organization design, culture, and leadership effectiveness.
• Serve as the principal advisor to the MD and Board on all human capital, culture, and organizational matters.
• Integrate HR strategy across subsidiaries to ensure synergy, scalability, and talent mobility.
• Establish human capital governance frameworks to standardize HR practices and ensure compliance across all business entities.
• Collaborate with the MD/Compensation Committee to structure and administer ESOP programs for leadership and key talent.

Group Talent Acquisition Strategy

• Develop and execute a centralized Talent Acquisition (TA) strategy aligned with Group growth, expansion, and succession goals.
• Drive leadership and CXO-level hiring for Group entities in collaboration with the MD and Board.
• Build an efficient lateral hiring engine for mid and junior-level roles across all BFSI business verticals.
• Monitor key TA metrics such as Time-to-Hire, Cost-per-Hire, and Quality-of-Hire.
• Design and institutionalize a structured campus hiring framework for Tier-I and Tier-II B-Schools, CA institutes, and technical colleges.
• Build a strong Group Employer Value Proposition (EVP) that reflects the Group’s vision, growth story, and employee experience.
• Establish partnerships with recruitment vendors, search firms, and campus placement offices for sourcing efficiency.

Operations, Payroll & Compliance

• Establish a centralized HR Shared Services Model for all operational processes — onboarding, confirmation, transfers, separation, and documentation.
• Standardize HR policies, SOPs, and employee lifecycle processes across all business entities.
• Create Group-level HR dashboards and MIS integrating manpower, attrition, and cost analytics.
• Oversee end-to-end payroll processing across all Group entities (monthly, quarterly, and annual cycles).
• Align payroll structure with company compensation philosophy, compliance, and business cost parameters.
• Lead payroll audits, reconciliation, and variance analysis monthly.
• Ensure 100% adherence to all HR, labor, and employment laws applicable to BFSI operations across states.
• Maintain updated knowledge and documentation for EPF, ESIC, Gratuity, Bonus, Shops & Establishment Act, POSH, and Maternity Act compliance.
• Build and maintain a comprehensive Group HR Policy Manual covering all entities.
• Develop monthly HR operations scorecards covering headcount, attrition, payroll cost, and compliance health.
• Drive digital transformation of HR operations and payroll processes through HRMS integration.

Talent Management, Training & Performance Appraisal

• Build and implement a Group-wide Talent Management Framework covering all business entities.
• Identify and track high-potential employees (HiPos) for succession and leadership pipeline readiness.
• Drive CXO & next-line leadership development programs through executive coaching, mentoring, and assessment centers.
• Build a Group Learning Strategy aligned with business goals and regulatory certifications (NISM, AMFI, IRDA).
• Implement annual learning calendar — functional, behavioral, and digital skills.
• Launch e-learning and LMS platforms for continuous upskilling.
• Drive a performance-driven culture through a transparent and measurable Performance Management System (PMS).
• Align all employee KRAs with business scorecards and Group objectives.
• Implement a digital PMS platform with real-time feedback and continuous performance tracking.
• Standardize goal setting, mid-year reviews, and annual appraisals across entities.
• Link performance outcomes to rewards, recognition, and career growth

Employee Engagement & Culture

• Design and execute a Group Employee Engagement Calendar integrating all business units
• Conduct annual and quarterly pulse surveys; convert insights into targeted action plans.
• Implement employee recognition frameworks (monthly, quarterly, annual awards) linked to values and performance.
• Strengthen leadership visibility through open forums, townhalls, and leader connect series.
• Plan and execute annual leadership offsites, and cross-business networking events.
• Curate CSR & community engagement programs involving employees and leadership participation.
• Organize regional celebrations and milestone events to build belonging and pride.
• Ensure representation at HR conclaves, industry forums, and BFSI leadership platforms to enhance external visibility.

Total Rewards & Compensation Strategy

• Formulate a Group Total Rewards Framework covering compensation, benefits, incentives, and recognition.
• Conduct annual benchmarking and compensation reviews aligned with BFSI industry competitiveness.
• Design variable pay and long-term incentive structures (retention-linked) for leadership and critical roles.
• Oversee C&B budgeting, payroll governance, and pay parity audits across group entities.
• Implement digital total rewards dashboards integrating pay, benefits, and recognition data.
• Introduce flexible benefits programs tailored to diverse employee needs.
• Ensure regulatory and internal compliance in all pay and incentive processes.