Role Brief
The CHRO will be responsible for driving global integration of people practices, ensuring Chtrbox operates with consistent, scalable, and compliant HR frameworks across geographies.
This role goes beyond traditional HR, it is about institutionalizing the organization. This role reports to the MD and CEO, Mr. Raj Mishra (Ex Country Head, TikTok)
Roles and Responsibilities
Global People Strategy & Integration
● Build and implement uniform HR policies and frameworks across markets
● Drive alignment in culture, performance philosophy, and employee experience
● Ensure seamless integration across business units and geographies
IPO Readiness & Governance
● Establish HR compliance frameworks aligned with IPO standards
● Drive documentation, audit readiness, ESOP structuring, and governance protocols
● Partner with finance/legal on due diligence and regulatory requirements
Culture & Organizational Design
● Define and scale a high performance, ownership driven culture
● Lead org design aligned to business growth, new verticals, and global expansion
● Build leadership pipelines and succession frameworks
Systems & Process Excellence
● Implement HR tech and systems for data driven decision making
● Drive performance management, compensation benchmarking, and workforce planning
● Build scalable processes vs. founder dependent execution
What We’re Looking For
● 12+ years experience with at least 5+ years as a CHRO / HR Head in a high-growth company
● Background in digital, media, advertising, influencer, or platform businesses
● Experience in scaling organizations (100 → 500+ employees)
● Strong exposure to IPO readiness / listed company standards / PE-backed setups
● Demonstrated ability to build structure in fast-moving, founder led environments
● Strong stakeholder management with founders and leadership teams
What Makes You Stand Out
● Builder mindset: Has set up HR frameworks from scratch (0→1 / 1→N), not just managed existing systems
● Scale + chaos experience: Has operated in high-growth, founder-led environments and brought structure to ambiguity
● IPO / governance exposure: Hands-on with compliance, ESOPs, audits, or due diligence readiness
● Strong founder/CXO partnership: Has influenced strategic decisions, not just executed HR processes
● Institution builder: Proven ability to move orgs from ad-hoc, people-dependent setups to scalable, system-driven structures