Chief Human Resources Officer/Head - Human Resource - EdTech (12-15 yrs)

Job Description:

Job Title: Chief Human Resources Officer (CHRO)

Location: Vashi , Navi Mumbai Reports to: CEO / Board of Directors Department: Human Resources

Job Overview:

The Chief Human Resources Officer (CHRO) is responsible for overseeing all aspects of human resource management within the organization. This includes shaping and driving the company's people strategy, ensuring alignment with organizational goals, managing talent acquisition, employee engagement, organizational development, and overseeing compliance with labor laws and regulations.

- The CHRO will collaborate closely with the executive team to foster a high-performance culture, support business objectives, and drive talent management strategies to ensure organizational growth and success.

Key Responsibilities:

Strategic Leadership:

- Develop and execute the human resources strategy that aligns with the company's overall business strategy.

- Act as a trusted advisor to the CEO and executive leadership team on all HR matters.

- Influence organizational change and manage complex HR challenges across the company.

- Lead HR initiatives that enhance organizational effectiveness, culture, and employee engagement.

Talent Acquisition & Management:

- Oversee talent acquisition strategies to attract top talent in alignment with business needs.

- Build and maintain a high-quality talent pipeline, fostering diversity and inclusion.

- Drive leadership development, succession planning, and performance management programs.

Employee Engagement & Culture:

- Foster a positive organizational culture that supports the company's values and mission.

- Develop and implement employee engagement strategies that improve retention and job satisfaction.

- Provide coaching and mentoring to senior leaders and managers to develop high- performing teams.

Compensation and Benefits:

- Oversee the design and implementation of competitive compensation and benefits programs.

- Ensure compensation strategies are market-competitive, equitable, and aligned with the company's financial capabilities.

- Implement performance-based reward systems to drive organizational goals and employee motivation.

Learning & Development:

- Champion the development of learning and development programs to ensure employees' continuous growth and skill enhancement.

- Implement leadership development programs to cultivate the next generation of leaders within the company.

- Promote a learning culture that encourages innovation, knowledge sharing, and continuous improvement.

Compliance & Risk Management:

- Ensure all HR practices comply with labor laws, industry regulations, and company policies.

- Mitigate employment-related risks through proactive compliance strategies.

- Manage employee relations and resolve conflicts to maintain a positive and productive work environment.

HR Technology & Analytics:

- Utilize HR technology platforms to improve operational efficiency and streamline HR processes.

- Leverage data and analytics to assess HR metrics and inform decision-making.

- Monitor and evaluate the effectiveness of HR initiatives and programs using key performance indicators (KPIs).

Organizational Development:

- Lead organizational design and development efforts to ensure structures, teams, and workflows are optimized for growth and agility.

- Guide change management initiatives, ensuring smooth transitions during organizational changes or restructuring.

- Collaborate with senior leaders to define workforce planning strategies and adapt to business needs.

Employee Relations:

- Maintain a strong employee relations strategy that ensures a harmonious and transparent working environment.

- Address employee concerns and grievances effectively and fairly.

- Promote open communication across all levels of the organization.

Leadership and Team Management:

- Lead and manage the HR team, ensuring they have the resources, training, and support to succeed.

- Establish clear goals, priorities, and expectations for the HR team.

- Foster a collaborative, results-driven HR department that supports the broader business goals.

Qualifications and Skills:

Education:

- A bachelor's degree in Human Resources, Business Administration, or related field (Master's degree preferred).

- HR certifications (e.g., SHRM-SCP, SPHR) are highly desirable.

Experience:

- Minimum of 12+ years of experience in human resources, with at least 5+ years in a senior leadership role (preferably as a CHRO, HR Director, or VP of HR).

- Experience in a global or multi-regional organization is a plus.

- Proven track record in designing and executing HR strategies that support business goals.

Skills and Competencies:

- Strong business acumen and the ability to align HR strategies with business objectives.

- Excellent leadership, communication, and interpersonal skills.

- Expertise in talent management, organizational development, employee relations, and labor laws.

- Data-driven approach with proficiency in HR analytics and HR technology systems.

- Strong problem-solving, decision-making, and conflict resolution skills.

- High emotional intelligence and the ability to build relationships at all levels of the organization.

Key Performance Indicators (KPIs):

- Employee engagement and retention rates.

- Successful talent acquisition metrics (time to hire, quality of hire).

- Leadership development and succession planning outcomes.

- Diversity and inclusion metrics.

- Efficiency and effectiveness of HR processes (e.g., turnover rates, performance appraisals).

- Successful resolution of employee relations issues.

- Compliance with legal and regulatory HR requirements.

- HR cost efficiency and ROI on HR initiatives.