The Chief Human Resources Officer (CHRO) will lead the end-to-end HR function for a large, diversified conglomerate with significant presence across Manufacturing, FMCG, Financial Services, and Steel.

The role will be instrumental in shaping enterprise-wide people strategy, strengthening leadership pipelines, driving cultural transformation, and ensuring alignment of human capital with business growth and operational excellence.

As a core member of the executive leadership team, the CHRO will partner closely with the CEO and Board to enable scalable, compliant, and high-performance organizations across multiple businesses and geographies.

2. Key Responsibilities:

Enterprise HR Strategy & Leadership:

- Develop and execute an integrated HR strategy aligned with the Group's long-term business objectives.

- Serve as a strategic advisor to the CEO, Board, and business heads on all human capital matters.

- Drive governance, standardization, and synergy across diverse business verticals.

Organizational Transformation & Culture:

- Lead large-scale transformation initiatives including restructuring, digital HR, and workforce modernization.

- Build a performance-driven, agile, and values-led organizational culture across businesses.

- Drive change management initiatives in complex, multi-location and multi-business environments.

Talent & Leadership Management:

- Build strong leadership pipelines across all business units, including CXO succession planning.

- Design and implement talent acquisition, development, and retention strategies for critical roles.

- Institutionalize leadership development and capability-building frameworks.

Industrial Relations & Workforce Management:

- Oversee industrial relations across manufacturing and steel operations, including unionized environments.

- Ensure harmonious workforce relations while maintaining productivity and operational continuity.

- Drive compliance with all labor laws, statutory requirements, and governance frameworks.

HR Technology & Analytics:

- Lead adoption of advanced HR technologies, including AI-driven tools and integrated HRIS platforms.

- Establish data-driven decision-making frameworks using HR analytics and workforce insights.

Total Rewards & Performance Management:

- Design and implement competitive and differentiated compensation and benefits structures.

- Drive enterprise-wide performance management systems aligned to business KPIs and value creation.

Diversity, Equity & Inclusion (DEI):

- Champion diversity and inclusion initiatives across corporate, plant, and frontline workforces.

- Build inclusive policies and practices to enhance employee engagement and employer brand.

3. Required Qualifications & Experience:

- Experience: 20-30 years of progressive HR leadership experience, including 5-7 years in a CHRO or equivalent role in large, complex organizations.

- Industry Exposure: Strong experience across Manufacturing, Steel, FMCG, or Financial Services sectors, preferably within diversified conglomerates.

- Scale Experience: Proven track record of managing large, geographically dispersed and workforce-intensive organizations.

- Education: MBA/PGDM in Human Resources from premier institutions (e.g., XLRI, TISS, IIMs) or equivalent.

- Leadership: Strong executive presence with demonstrated experience engaging with Boards, promoters, and investors.

- Transformation: Established capability in leading enterprise-wide transformation, digitalization, and culture change initiatives.

4. Key Competencies:

- Strategic & Commercial Acumen

- Enterprise Leadership & Influence

- Industrial Relations Expertise

- Change & Transformation Leadership

- Stakeholder Management (Board, Promoters, Regulators)

- Data-Driven Decision Making

- Governance, Ethics & Compliance Orientation

5. Success Metrics:

- Strength and readiness of leadership pipeline across businesses