VP, Human Capital

Profile : - CHRO / CPO - Head HR

Experience - 12 - 15 Years on Leadership role

Industry : -

BFSI / Private Wealth

(Only)

Qualification – MBA or any postgraduate degree in Human Resources.

Reports to : - Managing Director

Location :

BKC. Mumbai

About the Company

Systematix Group is a leading diversified financial services firm offering a wide range of solutions, including

Investment Banking, Institutional Equities, Wealth Management, Retail Broking, and Asset Management

• . With 35+ years of legacy & 300+ experienced professionals, Systematix has built a strong track record of delivering value-driven solutions to clients across multiple sectors. We are committed to being a lifecycle partner for businesses, providing strategic and financial guidance at every stage of their journey.

About the Role

The

Chief Human Resources Officer (CHRO)

will be a key member of the leadership team, responsible for defining and executing the people strategy that supports the organization’s business. As a trusted advisor to the Board and CXOs, the CHRO will shape the company’s human capital agenda — focusing on

leadership development, organizational design, culture building, and HR transformation

• . The position plays a critical role in strengthening the firm’s employer brand, driving performance excellence, and building a scalable talent pipeline to fuel long-term growth.

Key Responsibilities

Strategic HR Leadership

Develop and implement a comprehensive HR strategy aligned with business growth objectives across verticals.

Translate corporate strategy into measurable HR outcomes — workforce productivity, cost efficiency, and leadership readiness.

Advise the MD and Board on organization design, culture, and leadership effectiveness.

Serve as the principal advisor to the MD and Board on all human capital, culture, and organizational matters.

Integrate HR strategy across subsidiaries to ensure synergy, scalability, and talent mobility.

Establish human capital governance frameworks to standardize HR practices and ensure compliance across all business entities.

Collaborate with the MD / Compensation Committee to structure and administer ESOP programs for leadership and key talent.

Group Talent Acquisition Strategy

Develop and execute a centralized Talent Acquisition (TA) strategy aligned with Group growth, expansion, and succession goals.

Drive leadership and CXO-level hiring for Group entities in collaboration with the MD and Board.

Build an efficient lateral hiring engine for mid and junior-level roles across all BFSI business verticals.

Monitor key TA metrics such as Time-to-Hire, Cost-per-Hire, and Quality-of-Hire.

Design and institutionalize a structured campus hiring framework for Tier-I and Tier-II B-Schools, CA institutes, and technical colleges.

Build a strong Group Employer Value Proposition (EVP) that reflects the Group’s vision, growth story, and employee experience.

Establish partnerships with recruitment vendors, search firms, and campus placement offices for sourcing efficiency.

Operations, Payroll & Compliance

Establish a centralized HR Shared Services Model for all operational processes — onboarding, confirmation, transfers, separation, and documentation.

Standardize HR policies, SOPs, and employee lifecycle processes across all business entities.

Create Group-level HR dashboards and MIS integrating manpower, attrition, and cost analytics.

Oversee end-to-end payroll processing across all Group entities (monthly, quarterly, and annual cycles).

Align payroll structure with company compensation philosophy, compliance, and business cost parameters.

Lead payroll audits, reconciliation, and variance analysis monthly.

Ensure 100% adherence to all HR, labor, and employment laws applicable to BFSI operations across states.

Maintain updated knowledge and documentation for EPF, ESIC, Gratuity, Bonus, Shops & Establishment Act, POSH, and Maternity Act compliance.

Build and maintain a comprehensive Group HR Policy Manual covering all entities.

Develop monthly HR operations scorecards covering headcount, attrition, payroll cost, and compliance health.

Drive digital transformation of HR operations and payroll processes through HRMS integration.

Talent Management, Training & Performance Appraisal

Build and implement a Group-wide Talent Management Framework covering all business entities.

Identify and track high-potential employees (HiPos) for succession and leadership pipeline readiness.

Drive CXO & next-line leadership development programs through executive coaching, mentoring, and assessment centers.

Build a Group Learning Strategy aligned with business goals and regulatory certifications (NISM, AMFI, IRDA).

Implement annual learning calendar — functional, behavioral, and digital skills.

Launch e-learning and LMS platforms for continuous upskilling.

Drive a performance-driven culture through a transparent and measurable Performance Management System (PMS).

Align all employee KRAs with business scorecards and Group objectives.

Implement a digital PMS platform with real-time feedback and continuous performance tracking.

Standardize goal setting, mid-year reviews, and annual appraisals across entities.

Link performance outcomes to rewards, recognition, and career growth

Employee Engagement & Culture

Design and execute a Group Employee Engagement Calendar integrating all business units

• Conduct annual and quarterly pulse surveys;

convert insights into targeted action plans.

Implement employee recognition frameworks (monthly, quarterly, annual awards) linked to values and performance.

Strengthen leadership visibility through open forums, townhalls, and leader connect series.

Plan and execute annual leadership offsites, and cross-business networking events.

Curate CSR & community engagement programs involving employees and leadership participation.

Organize regional celebrations and milestone events to build belonging and pride.

Ensure representation at HR conclaves, industry forums, and BFSI leadership platforms to enhance external visibility.

Total Rewards & Compensation Strategy

Formulate a Group Total Rewards Framework covering compensation, benefits, incentives, and recognition.

Conduct annual benchmarking and compensation reviews aligned with BFSI industry competitiveness.

Design variable pay and long-term incentive structures (retention-linked) for leadership and critical roles.

Oversee C&B budgeting, payroll governance, and pay parity audits across group entities.

Implement digital total rewards dashboards integrating pay, benefits, and recognition data.

Introduce flexible benefits programs tailored to diverse employee needs.

Ensure regulatory and internal compliance in all pay and incentive processes.