Chief People Officer, Delhi

Role: Chief People Officer, Delhi
Experience: 14-20 years
Salary: Upto 42 LPA
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About the Role

This role operates as a hands-on HR business partner to functional leads across the organization, with a twofold mandate: stabilize HR operations so they are consistent, compliant, and trusted; and scale them as the team grows from ~70 to 120+ people across multiple states.

You will drive the day-to-day execution of core HR functions—recruitment, HRMS, performance, rewards and recognition, policy, engagement, and onboarding. As a strategic thought partner who understands the mission, you will anticipate people's needs and build clean systems that earn their complexity. The defining challenge of this role is executing at speed without losing a culture grounded in mutual respect, integrity, and public service.

Key Responsibilities

HR Business Partnering & Strategic Leadership

• Partner closely with the leadership team and functional heads to translate organizational priorities into clear people plans.
• Serve as a trusted advisor on team structure, role clarity, workforce planning, and people decisions across functions.
• Bring data and judgment to leadership conversations—diagnosing root causes of attrition, capacity gaps, and engagement issues.

Talent Acquisition & Onboarding

• Drive recruitment to meet an ambitious hiring agenda (~50 roles over the coming year) while protecting quality and mission alignment.
• Build and improve sourcing channels, structured interview frameworks, evaluation rubrics, and offer processes.
• Design and run a strong first-90-days onboarding experience that transmits culture intentionally as the organization scales.

HR Systems & Technology (HRMS)

• Lead the transition from HROne to Zoho HRMS—managing module rollout sequencing, data migration, and process automation.
• Treat the system migration as an opportunity to build clean, scalable processes rather than replicating legacy workflows.

Performance Management (PMS)

• Standardize the performance evaluation system so evaluations are consistent, fair, and trusted across teams.
• Implement clear goal-setting (KRAs / OKRs), review cycles, and calibration processes to differentiate, develop, and reward high performers.
• Equip managers to conduct meaningful, high-quality performance conversations.

Rewards, Recognition & Retention

• Design a compensation philosophy and recognition framework appropriate for a scaling, mission-driven organization.
• Lead targeted retention strategies, with a focus on the entry-to-mid-level band where attrition is highest.
• Benchmark compensation and benefits against the relevant social impact and corporate sectors.

People Policies & Compliance

• Own and maintain all organizational people policies (leave, attendance, travel, code of conduct, grievance redressal, POSH, probation, separation).
• Collaborate with fiduciary teams to maintain multi-state compliance calendars and statutory registers, engaging external legal counsel when necessary.

Manager Capability & Organizational Development

• Build the people-management muscle of managers (feedback, coaching, difficult conversations) through practical enablement.
• Advise on job architecture, reporting lines, and spans of control as specialized capabilities (e.g., Tech/AI, Policy, Operations) mature.

Employee Engagement & Culture

• Run engagement listening mechanisms (surveys, exit interviews, attrition analysis) and convert insights into action.
• Operationalize core organizational values across all people processes to protect culture through rapid growth.
• Foster a culture of trust, ownership, and professional maturity by helping employees understand organizational context and key priorities.

What Success Looks Like (First 6–12 Months)

• Operational Stability: HR operations are consistent and trusted, policies are updated, compliance is clean across states, and the HRMS transition to Zoho is fully adopted.
• Hiring Velocity: Talent acquisition targets are met without compromising on candidate quality or cultural alignment.
• Performance System: A standardized, fair PMS is active and running its first full cycle with strong manager buy-in.
• Targeted Retention: Measurable progress against entry-to-mid-level attrition grounded in root-cause diagnosis.
• Manager Enablement: Managers feel well-equipped and supported to lead their teams effectively.

Qualifications & Experience

• Experience: 20+ years in Human Resources, with meaningful generalist depth across recruitment, PMS, policy, compliance, and HR operations. Experience scaling teams through high-growth phases is strongly preferred.
• HR Business Partnering: Demonstrated track record operating as a strategic partner to senior leadership, with the judgment to advise on high-level people strategy.
• Operational Rigor: Strong background in bringing structure to HR operations, including hands-on experience implementing HRMS platforms (Zoho experience preferred).
• Compliance Knowledge: Practical working knowledge of Indian labor statutes and multi-state compliance.
• Mission Alignment: Ability to bring the rigor of corporate/start-up HR while thoughtfully adapting it to a fast-growing, mission-driven environment.
• Education: Postgraduate degree / MBA in Human Resources, Organizational Psychology, or Management preferred.

Core Competencies

• Strategic HR Leadership & HRBP
• Talent Acquisition & Workforce Planning
• Performance & Talent Management
• Process Excellence & HR Operations
• Labor Law & Statutory Compliance
• Change Management & Culture Building
• Data-Driven Decision Making & Coaching

Hiring Process: 

Step 1: R1 with Strategic HR Leader 
Step 2: R2 with CoP
Step 3: Final round with the Founder (if feasible, F2F)

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Hiring Note: Applications will be reviewed on a rolling basis. This job is reposted on June 29, 2026, on Ground Zero

For any questions, ping us on WhatsApp chat: +91-8058331557