Build The HR Operating System

HireVedaX; Bengaluru; On-site; INR 4,000,000 - 7,000,000; Full time

Job summary

HireVedaX in Bengaluru seeks an accomplished CHRO to build and lead the HR function across multiple verticals for a rapidly scaling, high-performance organisation. This is a builder mandate with significant autonomy to shape systems, culture and team.

You will collaborate with the leadership team, design scalable HR processes, and drive a strong performance culture while attracting and retaining senior leadership talent.

Qualifications

• 10+ years HR experience with 3–4+ years heading HR.
• Startup/scale-up experience in high-growth environments.
• Ownership of full employee lifecycle beyond recruitment.
• Ability to build HR systems and operating models from scratch.
• Comfort with ambiguity and challenging senior stakeholders.

Responsibilities

• Build the HR Operating System with scalable policies and processes.
• Drive performance culture and link leadership performance to outcomes.
• Partner with leaders to translate business needs into HR strategy.
• Attract, retain and develop senior leadership talent.
• Lead and shape the HR team and future-state structure.

Skills

Leadership

People management

Stakeholder influence

HR strategy

Autonomy

HR systems design

Job description

Job Description:

Location:

Bengaluru

Experience:

10+ years overall, with 3–4+ years of genuinely leading the HR function

Role Type:

Full-time | Leadership Role

Industry:

Diversified, high-growth business group

About The Role

We are looking for a Chief Human Resources Officer (CHRO) to build and lead the HR function for a rapidly scaling, high-performance organisation with multiple business verticals.

This is a builder mandate. The organisation is looking for a hands-on HR leader who can build the HR ecosystem from first principles, establish a strong performance culture, attract and retain leadership talent, and create an HR function that can scale with the business.

This role will work closely with the leadership team and will have significant autonomy to shape the HR organisation, systems and team.

Key Responsibilities

Build the HR Operating System

• Build and strengthen the HR function from first principles.
• Establish scalable policies, processes and systems across the employee lifecycle.
• Strengthen onboarding, performance management and retention frameworks.
• Identify and address gaps in the existing HR infrastructure.

Drive Performance & Accountability

• Establish a high-performance and accountability culture.
• Create performance-management mechanisms that connect individual and leadership performance to business outcomes.
• Work closely with senior leaders to address performance gaps.
• Have the confidence and backbone to challenge high-performing and high-compensation stakeholders when required.

Business & Leadership Partnership

• Partner closely with business leaders to understand business requirements and translate them into HR strategy.
• Anticipate organisational and talent requirements as the business scales.
• Support the leadership team with organisation, talent and people decisions.
• Bring a strong business-first perspective to HR rather than operating as a policy-only function.

Leadership Talent

• Build an effective leadership talent-attraction strategy.
• Partner with the leadership team on senior and leadership hiring.
• Develop approaches to retain critical leadership talent.
• Build the organisation's employer brand and EVP to strengthen talent attraction.

Build the HR Team

• Lead and develop the existing HR/TA team.
• Assess current team capability and design the appropriate future-state HR structure.
• Have the autonomy to restructure and strengthen the team as required.
• Build HR capability ahead of future organisational expansion.

What We Are Looking For

• 10+ years of overall HR experience with 3–4+ years genuinely heading the HR function.
• Proven experience building and scaling an HR function, preferably in a startup, scale-up or high-growth environment.
• Demonstrated ownership across the full employee lifecycle, not just talent acquisition.
• Strong evidence of building HR systems, processes and operating models from scratch.
• Experience operating in environments characterised by rapid growth, ambiguity and limited existing infrastructure.
• Strong performance-management and accountability experience.
• Ability to influence and challenge senior stakeholders with credibility and conviction.
• Strong business orientation with the ability to translate business requirements into people strategy.
• Demonstrated ability to attract and retain senior/leadership talent.
• Comfortable taking significant ownership and operating with a high degree of autonomy.

What Will Make You Successful

You are likely to thrive in this role if you:

• Think like a first-principles builder, rather than relying on corporate playbooks.
• Are comfortable creating structure where little exists.
• Have the backbone to challenge senior stakeholders when business performance demands it.
• Move with urgency and are comfortable with ambiguity.
• See HR as a business-enabling function, not simply a policy and process function.
• Can build both systems and people as the organisation scales.
• Are credible enough to influence a senior leadership group while remaining hands-on when required.

What We Will Not Be Looking For

• TA/recruitment-only leaders without full HR-function ownership.
• Candidates whose experience is primarily within large, highly structured corporate HR environments without demonstrated startup/scale-up building experience.
• Leaders who have mainly inherited mature HR systems rather than built them.
• Candidates uncomfortable challenging senior stakeholders or managing difficult performance conversations.
• Process-heavy HR leaders who are disconnected from business outcomes.

The Opportunity

This is an opportunity to take ownership of a high-impact HR transformation and build mandate at a critical stage of organisational growth.

You will have the opportunity to shape the HR operating model, strengthen the leadership organisation, build the team and establish the people infrastructure required for the next phase of scale.