Systematix Group

:CHRO/ CPO Head HR.Experience 12 to 15 Years on Leadership role.Qualification MBA or any postgraduate degree in Human Resources.Reports to: Managing Director.Location: BKC.Mumbai.About the Company:Systematix 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 Role:The 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 organizations business.As a trusted advisor to the Board and CXOs, the CHRO will shape the companys human capital agenda focusing on leadership development, organizational design, culture building, and HR transformation.The position plays a critical role in strengthening the firms employer brand, driving performance excellence, and building a scalable talent pipeline to fuel long-term growth.Key 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 Groups 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. 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