Chief Human Resource Officer

JOB DESCRIPTION

GROUP CHRO OPTAS GROUP / GB REALTY

Position: Group Chief Human Resources Officer – CHRO
Group: Optas Group
Real Estate Vertical: GB Realty
Location: Chandigarh / Tricity
Experience: 18–25+ years
Compensation: 30–40 LPA
Reports To: Promoter / Group Leadership

ABOUT THE GROUP

Optas Group is a diversified business group with interests spanning Real Estate, Education, International Student Mobility, Hospitality, Media, Manufacturing and Technology.

The group's real-estate platform, GB Realty, is currently expanding its presence in the premium real-estate market across the Chandigarh Tricity and surrounding markets.

As the group enters its next phase of growth, it is looking to appoint a strategic Group CHRO who can build a professional, high-performance organisation across businesses while working closely with the promoters and senior leadership.

ROLE OVERVIEW

The Group CHRO will be responsible for designing and driving the group's overall people strategy, organisational development, leadership architecture, culture and talent agenda.

This is a builder's role, requiring someone who can move beyond conventional HR administration and create the people infrastructure required to support rapid business growth.

The ideal candidate will be a strong business-oriented HR leader, comfortable working directly with promoters, business heads and senior leadership.

KEY RESPONSIBILITIES

1. Group HR Strategy

• Develop and implement the overall Group HR strategy aligned with business objectives.
• Create a scalable HR framework across multiple businesses and verticals.
• Establish group-wide HR policies, processes, governance and standards.
• Build a professional and performance-oriented organisational culture.

2. Leadership & Talent Management

• Own the leadership hiring strategy across the Group.
• Identify, attract and retain senior leadership talent.
• Build succession plans for critical leadership positions.
• Develop a strong leadership pipeline across businesses.
• Partner with promoters and business heads on key leadership appointments.

3. Organisation Building

• Design appropriate organisational structures for existing and emerging businesses.
• Conduct manpower planning and workforce optimisation.
• Develop job architecture, roles, KRAs and accountability frameworks.
• Build systems that support rapid organisational scale.

4. Performance Management

• Establish a robust KRA/KPI and performance management framework.
• Introduce objective performance measurement across functions.
• Link performance with rewards, incentives and career progression.
• Drive a culture of accountability and ownership.

5. Compensation & Rewards

• Develop competitive compensation structures across business verticals.
• Establish salary bands, incentive structures and variable-pay frameworks.
• Benchmark senior-management compensation against relevant industries.
• Design retention and reward mechanisms for critical talent.

6. Culture & Employee Experience

• Define and institutionalise the group's culture and values.
• Build employee engagement and retention initiatives.
• Strengthen internal communication and employee experience.
• Develop a culture focused on performance, collaboration and professional excellence.

7. Learning & Leadership Development

• Establish leadership-development programs.
• Identify capability gaps and create development interventions.
• Build structured career-development and succession frameworks.
• Promote continuous learning across the organisation.

8. HR Technology & Processes

• Drive HR digitalisation and automation.
• Implement appropriate HRMS, analytics and reporting systems.
• Develop HR dashboards and people analytics for management decision-making.
• Create efficient and scalable HR processes.

9. Employee Relations & Compliance

• Ensure robust HR governance and statutory compliance.
• Establish appropriate employee policies and frameworks.
• Manage senior-level employee relations issues.
• Ensure consistency and professionalism in people practices across businesses.

10. Promoter / Leadership Advisory

• Act as a strategic advisor to the promoters and Group leadership on all people-related matters.
• Provide insights on organisation capability, leadership effectiveness, talent risks and succession.
• Participate in strategic business discussions where people and organisational capability are critical to growth.

IDEAL CANDIDATE PROFILE

The ideal candidate should have:

• 18–25+ years of progressive HR leadership experience.
• Prior experience as CHRO / Group CHRO / HR Director / Head HR in a sizeable organisation.
• Strong exposure to organisation building and transformation.
• Experience working closely with promoters / founders / CXOs.
• Strong leadership hiring and succession-planning experience.
• Experience in building HR systems and processes from the ground up.
• Strong understanding of compensation, performance management and organisational development.
• Excellent stakeholder-management and communication skills.
• Ability to operate both strategically and hands-on.

Preferred Industry Background

Candidates from Real Estate, Infrastructure, Construction, Hospitality, Education, BFSI, Retail, Consumer, Manufacturing or other promoter-led diversified groups may be considered.

Experience in a promoter-driven / entrepreneurial environment will be particularly valuable.

KEY COMPETENCIES

Strategic HR Leadership
Organisation Building
Leadership Hiring
Talent & Succession Planning
Performance Management
Culture Building
Compensation & Rewards
Change Management
HR Transformation
Stakeholder Management
Business Acumen

COMPENSATION

30–40 LPA, depending on experience, current compensation and overall fit.

The role offers an opportunity to work directly with the Group promoters and senior leadership and play a significant role in shaping the organisation's next phase of growth.

LOCATION

Chandigarh / Tricity

ROLE NATURE

Strategic + Hands-on | Group-level leadership | Promoter-facing

This is an opportunity for an HR leader who wants to build the organisation, not simply run an HR function.Role & responsibilities

Preferred candidate profile

Perks and benefits