Chief Human Resources Officer

Profile :- CHRO/ CPO - Head HRExperience - 12 - 15 Years on Leadership roleIndustry :- BFSI / Private Wealth (Only)Qualification – MBA or any postgraduate degree in Human Resources.Reports to: - Managing DirectorLocation: - BKC. MumbaiAbout the CompanySystematix Group is a leading diversified financial services firm offering a wide range of solutions, including Investment Banking, Institutional Equities, Wealth Management, Retail Broking, and Asset Management. With 35+ years of legacy & 300+ experienced professionals, Systematix has built a strong track record of delivering value-driven solutions to clients across multiple sectors. We are committed to being a lifecycle partner for businesses, providing strategic and financial guidance at every stage of their journey.About the RoleThe Chief Human Resources Officer (CHRO) will be a key member of the leadership team, responsible for defining and executing the people strategy that supports the organization’s business. As a trusted advisor to the Board and CXOs, the CHRO will shape the company’s human capital agenda — focusing on leadership development, organizational design, culture building, and HR transformation. The position plays a critical role in strengthening the firm’s employer brand, driving performance excellence, and building a scalable talent pipeline to fuel long-term growth.Key ResponsibilitiesStrategic 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 growthEmployee 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.