Chief Human Resources Officer (CHRO)

A. Key Responsibilities

1. Strategic HR Leadership & Transformation

· Develop and implement HR strategies aligned with the Group’s business objectives.

· Strengthen the HR function across all companies within Triveni Group.

· Act as a strategic advisor to senior leadership on HR and organizational matters.

2. Talent Acquisition & Workforce Planning

· Ensure timely fulfillment of vacant positions with the right talent.

· Oversee recruitment strategies, employer branding, and talent pipelines.

· Implement succession planning and leadership development initiatives.

3. Performance Management & Organizational Effectiveness

· Establish an output-driven performance appraisal system.

· Drive a culture of accountability and continuous improvement.

· Align employee performance with business objectives through measurable KPIs.

4. Compliance, Governance & Risk Management

· Ensure adherence to labor laws, company policies, and regulatory requirements.

· Standardize HR policies and practices across all companies.

· Mitigate risks related to employment laws and workplace ethics.

5. Organizational Culture and Employee Engagement

· Ensure adherence to labor laws, company policies, and regulatory requirements.

· Standardize HR policies and practices across all companies.

· Mitigate risks related to employment laws and workplace ethics.

· Establish and drive leadership development programs aimed at grooming future leaders across the Group, ensuring robust succession planning for key roles.

6. Learning & Development (L&D) Strategy

· Lead the design and execution of a Group-wide Learning & Development strategy that addresses current and future skill requirements.

· Implement training programs to enhance employee skills and leadership capabilities.

· Promote a culture of continuous learning.

B. Key Performance Indicators (KPIs)

1. Recruitment Strategy: Implement an effective recruitment strategy to strengthen talent acquisition and retention. Achieve 100% closure of key positions within the agreed time frame and establish a talent pool for critical roles by year-end.

2. Employee Bylaws & Policies: Prepare and present comprehensive employee bylaws and policies highlighting the compliance gaps to the Board within the first 6 months of appointment, ensuring alignment with legal and organizational standards.

3. Compensation & Benefits: Streamline the payroll allocation and distribution in the best interest of the management and employee within 8 months of appointment.

4. Performance Appraisal System: Establish a KPI-driven performance appraisal system and ensure 90% compliance in performance reviews within 12 months.

5. Organization Structure: Ensure the availability of a clear organizational structure across all verticals, including defined reporting lines, roles, and responsibilities. Deliver a comprehensive organization chart within 6 months and implement an effective human resource planning process.

6. Organizational Culture: Foster a positive and engaged work culture by implementing monthly employee engagement activities, reward and recognition programs, and event celebrations. Conduct employee engagement survey every year.

C. Job Specifications

1. Education & Experience:

1. MBA in Human Resources, Organizational Development, or equivalent; advanced certifications (SHRM, CIPD, or equivalent) highly preferred.

2. Minimum of 15 years of progressive HR leadership experience in large business group, with at least 5 years in a senior HR leadership role (CHRO or equivalent).

3. Proven track record in successfully driving HR transformation, organizational development, and leadership succession in complex and dynamic business environments.

2. Skills & Competencies:

· Exceptional leadership and executive management skills, with experience in leading large, diverse HR teams across multiple regions or countries.

· In-depth expertise in HR strategy, organizational development, talent management, and HR compliance on a global scale.

· Strong analytical and data-driven decision-making abilities, with an emphasis on ROI measurement and business impact.

· Proven ability to influence senior executives and key stakeholders through strategic HR initiatives, providing thought leadership and shaping the direction of the business.

· Excellent communication and interpersonal skills, with the ability to navigate complex organizational dynamics and drive change across the Group.