– Chief Human Resources Officer (CHRO)

Position: Chief Human Resources Officer (CHRO)

Experience: 15+ years

Employment Type: Full-Time

About the Role

We are looking for an experienced and strategic Chief Human Resources Officer (CHRO) to lead our organization's people strategy and build a high-performance, future-ready workforce.

The CHRO will be a key member of the leadership team and will work closely with the CEO and business leaders to align people, culture, talent, organizational capability, and business growth.

The ideal candidate will combine strong strategic HR leadership with hands-on experience in talent acquisition, leadership development, employee engagement, performance management, HR transformation, organizational development, compensation, compliance, and HR technology.

Key Responsibilities

- People Strategy & Business Partnership

- Develop and execute the organization's overall HR and people strategy in alignment with business objectives.
- Partner with the CEO and leadership team on workforce planning, organizational growth, and talent strategy.
- Build an agile, high-performance and employee-centric organization.
- Provide strategic insights on people, productivity, organizational effectiveness, and workforce risks.

2. Talent Acquisition & Workforce Planning
- Define and drive the organization's talent acquisition strategy.
- Build strong talent pipelines for critical and leadership positions.
- Establish scalable recruitment processes and employer-branding initiatives.
- Drive workforce planning based on current and future business requirements.
- Leverage technology, automation, and AI to improve recruitment efficiency and quality.

3. Leadership & Talent Development
- Develop leadership-development and succession-planning programs.
- Identify and develop high-potential employees and future leaders.
- Establish competency frameworks and career-development paths.
- Build a culture of continuous learning and professional growth.

4.



Performance & Employee Engagement
- Design and continuously improve performance-management systems.
- Establish meaningful KPIs and performance frameworks across functions.
- Drive employee engagement, retention, and organizational culture initiatives.
- Develop mechanisms to measure and improve employee experience.

5. Compensation & Benefits
- Develop competitive compensation and benefits strategies.
- Establish salary structures, incentive programs, and leadership compensation frameworks.
- Conduct periodic benchmarking and ensure internal and external pay competitiveness.

6. HR Transformation & Technology
- Lead the digital transformation of HR processes and systems.
- Identify opportunities to use AI, automation, analytics, and HR technology to improve HR effectiveness.
- Establish HR dashboards and people analytics to support data-driven decision-making.
- Evaluate and implement contemporary HR platforms and tools.

7. Culture & Organizational Development
- Define and strengthen organizational values, culture, and leadership principles.
- Lead organizational-development initiatives during periods of growth or transformation.
- Build an inclusive, collaborative, accountable, and high-performance culture.
- Act as a trusted advisor to business leaders and employees.

8. Employee Relations, Compliance & Governance
- Ensure compliance with applicable employment laws, regulations, and company policies.
- Establish robust HR policies, processes, and governance frameworks.
- Manage employee relations and workplace issues effectively.




- Work with legal and leadership teams on sensitive people-related matters.

9. HR Analytics & Strategic Insights
- Establish HR metrics and dashboards covering:
- Headcount and workforce planning
- Attrition and retention
- Hiring efficiency
- Employee engagement
- Performance
- Compensation
- Productivity
- Learning and development
- Use people analytics to identify trends, risks, and opportunities.

Key Success Metrics The CHRO will be measured on outcomes such as:
- Quality and speed of talent acquisition
- Employee retention and engagement
- Leadership and succession readiness
- Workforce productivity
- Performance-management effectiveness
- HR process automation and digital transformation
- Employee experience
- Organizational capability and culture
- Compliance and HR governance
- Alignment of people strategy with business growth

Candidate Profile

Education

- Bachelor's degree in Human Resources, Business Administration, Psychology, or a related discipline.
- MBA / Master's degree in HR or a related field preferred.

Experience
- 15+ years of progressive HR leadership experience, with significant experience leading HR at a senior/executive level.
- Experience partnering directly with CEOs, founders, boards, and senior leadership teams.
- Strong experience in scaling organizations and managing complex workforce environments.
- Experience leading HR transformation and implementing HR technology is highly desirable.

Skills & Competencies
- Strategic HR leadership
- Business acumen
- Executive stakeholder management
- Talent acquisition and workforce planning
- Leadership development and succession planning
- Organizational development
- Performance management
- Compensation & benefits
- Employee engagement and culture
- HR technology and digital transformation
- People analytics
- Employment law and HR governance
- Change management
- Excellent communication and influencing skills

📌 Chief Human Resources Officer (Maharashtra)
🏢 Digihelic Solutions
📍 Maharashtra