Chief Human Resources Officer

Company: Innovatiview India Ltd.

Location: Noida (On-Site)

Function: Human Resources

Reporting To: Founder / Director

Experience: 18+ Years

Role Type: Full-Time | Leadership Role

About Innovatiview

Innovatiview is a technology-driven organization providing examination security, surveillance, Smart City, ITMS, Safe City, education technology, and other technology-enabled solutions across large-scale government and enterprise projects.

Job Overview

As Innovatiview continues to scale, we are looking for a strategic and hands-on Chief Human Resources Officer (CHRO) to build a high-performance organization, strengthen leadership capability, institutionalize people processes, and align the people agenda closely with business objectives.

We are high growth organization and maturing in most of our HR functions. The CHRO will be responsible for developing and executing the overall People & Organization strategy aligned with Innovatiview's growth plans. The role will have end-to-end ownership of Talent Acquisition (TA), HR Business Partnering (HRBP), HR Operations, and Learning & Development (L&D).

The CHRO will partner closely with the Director's / CXO's to build the right organization structure, leadership pipeline, talent strategy, performance culture, employee experience, and organizational capabilities required to support rapid business growth.

1. People Strategy, Organization Development & Business Partnering

• Own the people strategy and translate business objectives into workforce, talent, and capability priorities.
• Drive organization design, manpower planning, and productivity, and support organization changes and workforce transitions.
• Establish an HRBP model aligned to business functions, with HRBPs acting as strategic partners to business leaders.
• Surface talent risks, attrition trends, and capability gaps to leadership, and advise the Directors on people and organizational matters.
• Build an accountability-driven, high-performance culture.

2. Talent Acquisition & Workforce Planning

• Lead hiring across leadership, critical, niche, and volume roles, backed by a workforce planning framework.
• Improve time-to-hire, cost and quality of hire, and offer-to-joining ratios through hiring governance and analytics.
• Build talent pipelines, succession readiness, and employer branding.

3. HR Operations & Governance

• Provide oversight of HR operations, employee lifecycle, payroll, policies, and HR systems.
• Drive digitization, dashboards, and MIS for data-driven decisions.
• Ensure labour law compliance, controls, audits, and process discipline.

4. Learning & Development

• Build a structured capability framework based on organization and function-level gaps.
• Design leadership development, succession readiness, onboarding, and functional learning interventions.
• Measure training effectiveness and business impact.

5. Performance Management & Culture

• Own the performance framework — goal setting, KRAs/KPIs, reviews, calibration, and improvement plans.
• Partner with leadership on high performers and underperformers.
• Build a culture of ownership, meritocracy, and recognition.

6. Employee Engagement & Retention

• Develop engagement and retention strategies with structured employee listening.
• Build targeted retention interventions for critical and high-potential talent.
• Strengthen employee experience across the lifecycle.

Ideal Candidate Profile

• 18+ years of progressive experience in Human Resources, with min 5 yrs. of exp leading a HR function l
• Experience as CHRO / Group CHRO / HR Head / Senior HR Director in a mid-to-large organization.
• Proven experience in building HR functions and processes in a rapidly growing organization.
• Strong business orientation with the ability to connect people strategy with business outcomes.
• Experience in organization design, workforce planning, leadership development, performance management, and succession planning.
• Strong stakeholder management and executive presence.
• Demonstrated ability to manage both strategic HR initiatives and execution at scale.
• Strong analytical and data-driven approach to HR decision-making.