1. Position Summary

The Chief Human Resources Officer (CHRO) is a strategic business partner to the CEO and the Board, responsible for architecting and executing the organizations people strategy in direct alignment with corporate growth, financial, and operational objectives. The CHRO leads the HR function as a value-creating partner to the business— and is expected to translate business strategy into workforce strategy, driving outcomes in talent acquisition, leadership development, organizational design, culture, total rewards, and employee experience. The role carries full accountability for HR governance, statutory compliance, and risk management across all locations of operation, and is expected to represent the organization credibly with investors, regulators, and industry forums on people and ESG-related matters.

2. Key Responsibilities

2.1 Strategic HR Leadership & Business Partnering

Serve as a core member of the Executive Leadership Team, contributing to enterprise strategy, M&A; due diligence, and business planning from a human-capital lens.

Translate the organization’s business strategy into an integrated HR and workforce strategy, including headcount planning, capability building, and cost-to-serve optimization.

Advise the CEO and Board on organizational risk, leadership bench strength, succession readiness, and culture health.

Own the annual HR strategy, budget, and people-cost planning cycle in partnership with Finance.

2.2 Talent Acquisition & Workforce Planning

Build and oversee an enterprise talent acquisition strategy covering leadership hiring, lateral hiring, campus programs, and contract/contingent workforce planning.

Partner with business unit heads on annual manpower budgeting, org structuring, and role architecture to support scale-up or transformation plans.

Establish employer branding and talent pipelining strategies for hard-to-fill and niche technical roles, particularly in emerging and specialized domains.

2.3 Organizational Design & Development

Lead enterprise-wide organizational design, restructuring, and role rationalization initiatives in response to growth, M&A;, or diversification.

Design and institutionalize leadership development, high-potential,



and succession planning frameworks for critical and Board-reporting roles.

Drive capability-building programs aligned to future skill requirements, including digital, technical, and functional competencies.

2.4 Culture, Employee Experience & Engagement

Define the organization’s culture, values, and employer brand, ensuring consistency across all business units and geographies.

Own the employee engagement agenda end-to-end, including survey design, action planning, and Board-level reporting on engagement and attrition metrics.

Champion diversity, equity, and inclusion (DEI) as a business imperative, with measurable targets embedded into leadership scorecards.

2.5 Total Rewards, Compensation & Benefits

Design and govern competitive, equitable compensation, benefits, and long-term incentive (ESOP/LTIP) frameworks aligned to pay-for-performance philosophy.

Lead annual compensation benchmarking, salary review, and bonus/incentive design cycles in partnership with the Board's Nomination & Remuneration Committee.

Ensure pay equity, statutory wage compliance, and cost competitiveness across all employee categories, including contractual and blue-collar workforce where applicable.

2.6 HR Governance, Compliance & Risk

Ensure full compliance with applicable labor codes, statutory regulations (PF, ESI, Gratuity, POSH, Shops & Establishments, Factories Act, etc.), and internal policy frameworks across all operating locations.

Own HR risk governance, including grievance redressal, disciplinary frameworks, POSH committee oversight, and audit readiness.

Report periodically to the Board / Audit Committee on HR compliance status, litigation exposure, and mitigation plans.

2.7 HR Technology, Analytics & Digital Transformation

Drive the HR technology roadmap (HRMS, ATS, performance management, and analytics platforms),



ensuring data integrity and process automation.

Institutionalize people analytics and predictive workforce metrics (attrition risk, hiring velocity, span of control, productivity) to inform business decisions.

2.8 Stakeholder & External Engagement

Represent the organization on people and workplace matters with investors, regulators, industry associations, and ESG rating agencies.

Build and manage relationships with partners and government/skilling bodies to support talent and policy initiatives.

3. Educational Qualifications

– Postgraduate degree / MBA in Human Resource Management, Organizational Behavior, or a related discipline from a reputed institute.

– Additional certifications in areas such as SHRM-SCP, SPHRi, Executive Coaching, Organisational Development, or Compensation & Perks will be an added advantage.

4. Experience & Track Record

– 18–25+ years of progressive HR leadership experience, with at least 5–8 years in a CHRO or equivalent Head-of-HR role reporting to the CEO / Board.

– Demonstrated experience leading HR through periods of high growth, restructuring, or large-scale organizational transformation.

– Prior exposure to Board-level reporting, Remuneration Committee interactions, and investor / regulatory engagement is strongly preferred.

5. Core Competencies & Skills

Strategic Acumen:

– Ability to think and operate at an enterprise level, connecting HR decisions to business, financial, and shareholder outcomes.

Leadership & Influence:

– Executive presence and the credibility to influence the CEO, Board, and senior business leaders.

Change Management:

– Proven ability to lead large-scale organizational change with minimal disruption to business continuity.

Data-Driven Decision Making:

– Comfort with people analytics, workforce modelling, and translating data into actionable recommendations.

Stakeholder Management:

– Skilled at managing complex, multi-stakeholder environments including unions, works councils, regulators, and investors where relevant.

Integrity & Governance Orientation:

– Uncompromising commitment to compliance, ethics, and fair employment practices.

📌 Chief Human Resources Officer (CHRO) (Delhi)
🏢 Aelius Consultants Delhi
📍 Delhi