Description:

Profile :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 Responsibilities:

Strategic 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.