Adroit Managers HR Consultant | Chief Human Resources Officer | mumbai

4 weeks ago

mumbai, India Adroit Managers HR Consultant Full time

Hiring CHRO for one of our reputed Corporate client in Manufacturing domain.


CHRO

Position Summary:

The Chief Human Resources Officer (CHRO) is responsible for developing and

executing human resource strategy in support of the overall business plan and

strategic direction of the organization, specifically in the areas of talent management,

organizational and performance management, training and development,

compensation, and succession planning. The CHRO provides strategic leadership by

articulating HR needs and plans to the executive management team, shareholders, and

the board of directors.


Key Responsibilities:

1. Strategic Leadership:

 Develop and implement HR strategies aligned with the organizations

vision, mission, and overall business objectives.

 Provide strategic advice and counsel to the CEO and other senior leaders

on human resources, talent management, and organizational issues.

 Lead organizational change initiatives, ensuring smooth transitions while

aligning people strategy with business growth.

2. Talent Acquisition & Management:

 Develop and oversee recruitment strategies to attract and retain top

talent across all levels of the organization.

 Implement robust selection processes to ensure the right hiring decisions

are made.

 Proactively manage talent pipelines and succession planning for critical

roles.

3. Performance Management:

 Lead the development of a performance management framework that

fosters a high-performance culture.

 Work with senior leaders to establish and monitor performance goals.

 Oversee the implementation of performance reviews, providing guidance

to managers and employees on career development.

4. Compensation & Benefits:

 Develop a competitive and equitable compensation structure that

attracts, retains, and motivates employees.

 Review and enhance benefits offerings, ensuring they are aligned with

employee needs and market trends.

 Conduct market analysis to ensure that compensation remains

competitive.

5. Employee Engagement & Culture:

 Foster a positive, inclusive, and high-performing organizational culture.

 Develop and implement employee engagement programs that promote

morale, loyalty, and job satisfaction.

 Ensure alignment of company values, vision, and mission with employee

experiences.


6. Employee & Industrial Relations:

 Implement strategies to maintain a harmonious employer-employee

relationship.

 Proactively address employee concerns and grievances to maintain a positive

work environment.

 Ensure effective communication between management and employees to

resolve disputes and enhance collaboration.

 Manage interactions with trade unions, negotiating agreements and resolving

industrial disputes effectively.

 Ensure compliance with industrial regulations and maintain smooth industrial

relations.

 Lead the organization's approach to collective bargaining and worker

representation issues.

7. Learning & Development:

 Design and oversee training programs that support employees'

professional growth and the organization's strategic objectives.

 Partner with department leaders to assess skills gaps and develop

targeted development plans.

 Evaluate the effectiveness of learning initiatives and adjust programs as

necessary.

8. Legal Compliance & Risk Management:

 Ensure compliance with all labor laws, employment standards, and

statutory regulations.

 Proactively manage and mitigate HR-related risks, including employee

grievances, litigation, and conflict resolution.

 Maintain up-to-date knowledge of employment law and advise senior

leadership on potential impacts.

9. Organizational Development:

 Redesign organizational structures as needed, identifying efficiencies in

roles and responsibilities.

 Lead change management initiatives, ensuring employee buy-in and

minimal disruption to operations.

 Develop strategies to build a strong leadership bench, preparing the

organization for future growth.

10. HR Systems & Technology:

 Oversee the HRIS system and ensure data accuracy and reporting

capabilities.

 Leverage technology to streamline HR processes and enhance employee

self-service tools.

 Continuously upgrade HR systems to meet the evolving needs of the

organization.


Educational Qualifications & Experience:

 Education:

o MBA in Human Resources or related field.

o Preferred: LLB or a strong understanding of employment law.

 Experience:

o Minimum 20 years of progressive HR experience, with at least 10

years in a senior HR leadership role.

o Experience leading large-scale organizational change.

o Experience in a similar industry or sector is preferred.


Key Competencies:

1. Leadership & Influence:

o Strong leadership skills, capable of influencing at the executive

level.

o Ability to inspire, motivate, and guide the HR team and broader

organization.

2. Strategic Thinking:

o Ability to think long-term and translate business objectives into

actionable HR strategies.

o A proactive approach to problem-solving and opportunity

identification.

3. Communication Skills:

o Excellent verbal and written communication skills, with the ability

to present to the board and senior executives.

o Ability to communicate effectively with employees at all levels.

4. Decision-Making & Problem-Solving:

o Strong analytical and decision-making skills.

o Ability to handle complex issues and provide well-thought-out

solutions.


5. Cultural Sensitivity & Emotional Intelligence:

o Ability to navigate and build relationships across different cultures

and personalities.

o High emotional intelligence, fostering trust and respect among

employees.

6. Change Management:

o Proven track record in driving successful organizational change

initiatives.

o Strong understanding of the human dynamics of change and the

ability to lead people through transformation.


7. Results-Orientation:

o Demonstrates a clear focus on achieving business objectives and

key performance metrics.


Other Requirements:

 Strong knowledge of labor laws, statutory compliances, and HR best

practices.

 Proficiency in HR technologies and systems (HRIS, payroll systems,

performance management software, etc.).


Job Location : Mumbai


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