Every critical decision routing through one founder isn't a leadership strength. It's a governance gap waiting to become a crisis.
We're hiring a
Fractional CHRO
for a rapid-scaling, multi-entity founder-led group (IT & Systems Integration, Device Refurbishment, Telecom Software, and an early-stage venture cluster) that's crossed ~₹150 Cr in aggregate revenue — and is now building the people architecture to match, alongside a newly-deployed Fractional CFO and COO.
What you'll own:
- Group-wide people strategy — designing the HR architecture across multiple legal entities and business models (enterprise IT, blue-collar manufacturing workforce, and software delivery teams)
- Executive onboarding and hand-holding — owning the 30/60/90-day integration of senior leadership hires (including the incoming Fractional CFO and COO) so they land, gain traction, and stay
- HR policy and culture repair — auditing and rebuilding HR policies where middle management has been undermined, insulating teams from CXO-level dysfunction,
and restoring trust on the shop floor
- Second-line leadership and succession — building bench strength across all operating entities so critical roles are never a single point of failure
- Performance and SLA-linked people systems — instituting attendance discipline, plant-level accountability, and structured feedback loops in coordination with the COO's operational mandate
- Compensation and org design — building scalable, fair compensation frameworks across blue-collar and white-collar workforces as the group scales past ₹100 Cr per entity
What success looks like:
- Executive hires (CXO and second-line) onboarded with structured 90-day integration plans, not ad-hoc handovers
- Founder escalation tickets tied to people issues down materially, in line with the group's broader governance turnaround
- HR policy audit complete, middle management insulated and empowered across all sites
- Documented second-line leadershi
📌 Fractional CHRO (Mumbai)
🏢 Blue Genes Research (BGR)
📍 Mumbai
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