HR Head & Chief of Staff

To act as the strategic anchor to the Managing Director, driving execution excellence, organizational alignment, and a performance-driven culture across all departments.

This dual role ensures:

Business decisions and reviews translate into measurable outcomes.

HR systems, performance frameworks, and digital tools create a transparent, accountable, and process-driven organization.

The position combines Chief of Staff-level operational control with Head HR-level system building to transform the organization into a high-performance, professionally managed setup.

1. Executive Governance & Cross-Functional Leadership

• Drive weekly review rhythm, ensure all departmental targets are aligned with management goals, and monitor follow-through.
• departmental reviews conducted weekly.
• MOM & action tracker shared within 24 hrs.

- Action closure

- Escalations to management within 1 working day.

Performance Management & Productivity Tracking

Build and maintain KRA/KPI-based dashboards for all roles. Ensure continuous tracking of planned vs achieved metrics and identify underperformers proactively.

department coverage within 2 months.

Weekly productivity reports shared.

improvement in output-to-resource ratio.

Business Process Digitization (ERP /

Prop Tech)

Drive implementation of ERP or equivalent digital tools for operations, HR, and performance visibility.

- ERP modules live across all 5 departments within 3 months.

- 90% user adoption and usage compliance.

- Real-time dashboards functional.

Talent Acquisition & Workforce Planning

Source, hire, and onboard top talent with clear 30-60-90 day KPIs for each role.

- Recruitment TAT 30 days.

- Retention 85%.

HR System & PolicyGovernance

• Design and implement HR frameworks
• Employee handbook, and statutory policies.

- Employee handbook + 10 core policies implemented within 3 months.

- 100% employee records digitized.

- Payroll accuracy 99%.

PerformanceReview &EscalationControl

Conduct monthly reviews, identify

low performers, implement PIP, and

manage exits as per policy.

- 100% performance reviews completed on schedule.

- PIP closure or exit within 30 days.

- Zero review backlog.

Culture,Learning &Retention

Drive employee engagement, motivation, and value alignment (trust, quality, punctuality,

innovation, ownership).

engagement or learning session per month.

- Feedback 4/5.

induction completion for new hires.

DirectorSupport &StrategicProjects

Support Directors on strategic initiatives, data analytics, reports, and decision-making dashboards.

- No delayed deliverables.

- Reports & presentations submitted within timelines.

Reporting & Review Mechanism

Daily: Consolidated EOD report capturing department-wise tasks completed, pending items, and bottlenecks.

Weekly: Departmental review meetings with MOMs and action tracker updates shared with Directors.

Monthly: Company-wide performance dashboard (PMS summary, productivity trend, recruitment & ERP data).

Quarterly: Organization Health Review productivity index, attrition, engagement score, and compliance rating.

Competencies & Skills

Strong operational assertiveness with ability to enforce accountability across teams.

Excellent cross-functional coordination and communication skills.

Strategic thinking, high ownership, and process orientation.

HR system design and change management experience.

Strong tech adoption mindset (ERP, PropTech, Google Workspace, automation tools).

Data-driven performance management and analytical skills

Performance Appraisal Weightage

Cross-Functional Governance & Review Discipline 20%

ERP / System Digitization & Automation 15%

PMS & Productivity Management 20%

Talent Acquisition & Probation Management 10%

Employee Lifecycle & Compliance 10%

Performance Culture Enforcement (PIP & Exits) 10%

Culture, Engagement & Training 5%

Reporting Accuracy & Professionalism 10%

90-Day Action Plan

Phase

Timeline

Focus Areas & Deliverables

Phase 1 Audit & Structure

030 Days

Audit current organization structure, finalize JDs, identify idle/overlapping roles, create departmental reporting formats.

Phase 2 System Implementation

3160 Days

Roll out ERP/task tracking system, launch performance dashboards, start recruitment for vacant roles.

Phase 3 Stabilization &

6190 Days

Implement PMS review cycle, initiate PIP for low performers,

Performance Enforcement

present first Organizational Health Report to Directors.

90 Day Evaluation Tracker