Group CHRO

I. Basic Mission

The CHRO will lead the Human Resources function across the Group, driving people

strategy, culture, and talent development. This role will ensure alignment of HR policies

and practices with the Group's business objectives while enabling each business vertical

to attract, retain, and grow talent effectively. To develop, manage and maintain the HR

function and effectively fulfil the organizational objectives, increasing the level of

efficiencies of the personnel employed via thorough understanding of business

environment

II. Main responsibilities

Strategic HR Leadership

 Define and implement a group-wide HR strategy aligned to business growth plans.

 Partner with the MD and business heads on workforce planning, succession, and

leadership pipeline.

 Drive organizational design and restructuring across businesses and build uniformity

of processes as required.

 Formulate HR strategies and agenda in line with the business needs in consultation

with the Business Heads, Board and Managing Build and implement personnel plan

in line with the business strategy of the Group

 Carry out compensation and benefits studies to monitor compensation policies and

strategies

 Manpower forecasting, planning for all the businesses in line with top and bottom line

 Provide management with information required such as costs, headcount, training

and other personnel related MIS.

 Formulate and execute a group-wide HR strategy aligned with the conglomerate's

vision, mission, and business goals.

 Serve as a key advisor to the Group CEO and Board on talent, culture, and

workforce trends.

Talent Strategy and Leadership Development

 Establish a robust talent management framework to identify, develop, and retain top

leadership talent across group companies.

 Create and institutionalize hi-potential identification tools and their career planning

 Drive succession planning for critical leadership roles, ensuring business continuity.

 Build leadership development programs and academies to cultivate future-ready

leaders.

 Promote internal mobility and cross-functional exposure across group companies to

nurture a strong leadership pipeline.

Manpower Planning and Talent Acquisition

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 Facilitate recruitment and selection activities across all levels of white collar

employees and ensure no vacancies stretched more than the Approved limits

 Build systems for talent acquisition across businesses, ensuring best-fit hiring.

Performance Management & Rewards

 Drive performance-driven culture through transparent and measurable appraisal

systems.

 Communicate and help personnel align their objectives with company objectives

 Build Organization Capability implementing Performance Management Process.

 Ensure linkage of PMS to reward and recognition and build a Performance Culture

 Effective use of development tools such as appraisals, hi-potential identification

career reviews, in a timely and systematic manner and ensure consistency of such

plans/tools

 Develop fair and transparent performance management systems.

 Benchmark compensation structures across industries to maintain competitiveness.

 Oversee compensation and benefits strategy, balancing competitiveness with cost.

 Align incentives with business goals and individual contribution. Design a holistic

rewards strategy that links pay to performance, productivity, and business outcomes.

Training and Capability Building for Business

 Ensure providing effective leadership development, with a focus on succession

planning and second line development

 Lead leadership development, capability building, and succession planning

programs.

 Champion learning and development frameworks at both group and unit level.

Culture & Engagement

 Shape and reinforce organizational values, culture, and employee experience across

businesses. Champion a unified group culture while respecting the unique identity of

each business unit.

 Design and oversee employee engagement, communication, and recognition

programs.

 Promote diversity, equity, and inclusion across the Group.

 Shape and communicate the employer brand to position the Group as an

employer of choice.

 Embed organizational values and ethical practices consistently across all companies.

Employee Relations & Statutory Requirements

 Ensure positive work climate across businesses

 Reduce attrition and enhance engagement – work with different initiatives, exit

interview process

 Social relations with employees in order to create team spirit and listen/talk to

personnel to resolve their issues

HR Operations & Compliance

 Create a group-level HR governance framework, balancing central oversight with

local autonomy.

 Standardize critical HR policies (e.g., code of conduct, compensation philosophy,

performance management) across entities.

 Ensure compliance with labor laws, statutory regulations, and ethical standards.

 Oversee HR systems, HRIS, and data analytics for informed decision-making.

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 Ensure HR Data base appointment / confirmation and resignation, salary negotiation

and fixation for white collar centralized, Personal Files for white collar employees

across all locations.

 HR policies – review, defining, updating and communication for white collar/blue

collar to all employees – consistent implementation across all businesses

 Maintain healthy relations with statutory bodies & government authorities which is

PF, ESIC, police, and ensure speedy resolution of issues.

 HR Governance and Standardization

 Implement HR audits and analytics to monitor performance and effectiveness of HR

practices across the group.

Digital Transformation and Future Workforce Readiness

 Lead the digitalization of HR processes across the group (HRMS, analytics, AI-driven

tools).

 Introduce data-driven HR decision-making and predictive workforce analytics.

 Build and promote a learning culture that supports continuous reskilling and upskilling

via e-learning modules.

External Relations and Thought Leadership

 Represent the conglomerate in external HR forums, industry bodies, and government

interactions.

 Build relationships with academia, consultants, and partners to leverage best HR

practices.

 Enhance the group's reputation as a progressive and responsible employer.

Advisory & Governance

 Serve as a trusted advisor to the MD and Board on all people matters.

 Provide HR due diligence and integration support for diversification, M&A, and new

ventures.

III. Relationships

Hierarchic:

The Chief Huma Resource Officer will report to the Managing Director and the Board

the Company.

IV. Key Skills & Competencies

 Strong business acumen with ability to link people strategy to business outcomes.

 Excellent communication, stakeholder management, and influencing skills.

 Strategic thinking combined with operational execution ability.

 High emotional intelligence, empathy, and change management skills.

Qualifications & Experience

 Master's degree in HR, Business Administration, or related field.

 20+ years of HR leadership experience, with exposure to diversified businesses or

conglomerates preferred.

 Proven track record of leading HR transformation and managing multi-business

complexity.

V. Location

 Lucknow India