Chief Human Resources Officer (CHRO)

Remote | Pan-India | Reporting to CEO

1. What You Earn

Probation stipend: ₹60,000/month (26 working days) + ₹39,900/month towards mobile, data, business phone subscription, PC/laptop EMI/AMC/depreciation, consultant expenses or hiring portal subscriptions = ₹99,900/month total.

Joining bonus: ₹3,00,000; payable on successful completion of probation.

Post-probation base CTC: ₹12 LPA.

CTC growth opportunity by 2027: ₹98+ LPA; linked entirely to your hiring performance and the quality of people you build.

Your probation length is self-selected; 1 to 11 months; based on your confidence. The longer you commit, the higher your permanent CTC ceiling. Choose smartly.

2. How Your Income Grows After the First 9 Hires

From the 10th hire onward: everyone you or all your hired subordinates brought in during your probation who completes their own probation subsequently; permanently adds to your annual CTC as follows:

 The math is exact, transparent, and yours to own.

3. Equity; A Rare Upside

For every Head of Region or Departmental Head you successfully hire who consistently achieves their KPIs and completes probation, you become eligible to receive 0.1% primary equity per hire, subject to predefined performance, retention, and evaluation criteria in the formal agreement.

This makes you not just a team-builder, but a co-owner in IoK® 's growth story.

4. Additional Benefits

1. Access to one of India's largest leadership and management book collections
2. Company bungalow (8,000+ sq. ft.) available for strategic meets and retreats
3. Work tools support
4. Outcome-linked earnings with no salary cap
5. Full remote working flexibility; no fixed office hours, no mandatory weekly offs, no location constraints

5. The Mission You Will Help Build

IoK® Education exists to fix India's outcome shortage; not its talent shortage. Every year, 10+ million graduates enter the workforce; barely 1 million secure careers that deliver dignified income, long-term stability, and growth.

IoK® converts 30 days of structured learning into a lifetime of earning capability. Your role as CHRO is to build the human architecture that makes this possible; at national scale.

When you succeed here: families move from survival to stability, financial stress reduces, healthspan extends, and India's HDI improves in lived reality, not just in reports.

6. Your Primary Mandate; The Probation Mission

This is the first thing that will be measured. Within your probation period, you are expected to hire 9+ quality leaders directly and as fast as possible:

1. 5 Heads of Regional Business Development (HoRBDs); each responsible for leading 4+ Heads of Zonal Business Development and building a region's revenue engine from the ground up
2. 4+ Departmental Heads; strategic function leaders across the organisation

Quality here has a specific meaning: every HoRBD and Departmental Head you hire must begin achieving their committed weekly targets from Week 1. You are expected to set performance culture early, not fix it later.

Your variable pay, equity eligibility, and CTC are all directly connected to hiring right and hiring fast.

7. Full Scope of Responsibilities

A. Hiring and Workforce Planning

1. Design and run a predictable, time-bound hiring system
2. Reduce hiring cycle time without compromising quality
3. Ensure role clarity is established before any hiring begins
4. Build interview discipline across the entire organisation
5. Maintain real-time visibility of hiring pipelines and drop-off points
6. Control early attrition through rigorous screening and structured onboarding

B. Retention and Performance Management

1. Establish clear, written performance expectations for every role
2. Ensure fair and transparent performance reviews
3. Identify retention risks early and intervene decisively
4. Align rewards, consequences, and growth paths with measurable output
5. Hold team leaders accountable for their team's attrition and morale

C. Culture and Employee Brand

1. Build an employee brand grounded in truth, dignity, and long-term stability
2. Ensure what is promised during hiring matches on-ground reality
3. Create trust through consistency, not slogans
4. Address grievances quickly and firmly
5. Promote a culture of accountability and ownership; not entitlement

D. Policy, Compliance and Discipline

1. Draft simple, unambiguous HR policies
2. Ensure policies are understood, implemented, and enforced; not aspirational
3. Maintain full compliance with applicable Indian labour laws
4. Handle disciplinary actions decisively and fairly
5. Prevent policy dilution through exceptions and favouritism

E. Training Effectiveness and Capability Building

1. Ensure training follows the Pre-Onboarding Resources to Align Mutually (PORtAM) and Self-Pace Your Onboarding (SPYO) framework
2. Measure training success by post-training joining and performance outcomes
3. Eliminate low-impact training material
4. Build capability pipelines for current and future roles

F. Daily Execution Rhythms

1. Source candidates via X-Ray/Boolean search, referrals, professional networks, job portals, and campus hiring; with a focus on Hindi-belt states
2. Conduct structured telephonic or video interviews
3. Screen resumes for capability, ambition, and culture alignment; not credentials alone
4. Perform reference checks and background verification
5. Issue offers and manage hiring workflows end-to-end through the system
6. Lead onboarding and induction for all new hires
7. Track learning progress, probation milestones, and promotion readiness
8. Monitor KPIs and performance dashboards to ensure accurate payroll, incentives, and bonuses
9. Submit a daily hiring report by 8 PM: pipeline health, offers made, joinings, and blockers

8. How You Will Be Measured

Hiring

1. Average hiring cycle time
2. Offer-to-joining conversion rate
3. 21-day attrition rate of new hires

Retention

1. Overall and early (0–3 week) attrition rate
2. Role-wise retention stability
3. Head-wise retention accountability

Performance

1. Percentage of employees meeting their role KPIs
2. Timelines for low-performer correction or exit

Policy and Compliance

1. Policy deviation incidents
2. Grievance closure time
3. Compliance audit outcomes

9. Your Execution Plan; First 15 Days

Days 1–7

1. Diagnose hiring and policy gaps
2. Identify immediate risk areas in people operations
3. Establish reporting cadence with the founder
4. Correct flawed hiring processes
5. Simplify or clarify existing HR policies
6. Initiate early retention interventions
7. Set baseline KPIs for all HR functions

Days 8–15

1. Stabilise hiring rhythm
2. Implement performance tracking systems
3. Review training effectiveness
4. Begin holding Heads accountable for people outcomes

10. What We Need in You

Experience

1. Proven senior HR leadership in India; you have independently hired 6+ senior performing leaders
2. Hands-on exposure to hiring and managing large, diverse teams across remote geographies
3. Deep understanding of Hindi-belt workforce behaviour and culture
4. Practical working knowledge of new Indian labour laws
5. Track record of improving both hiring quality and retention; not just filling seats
6. Experience enforcing policies, not just writing them

Minimum Qualification

MBA (required)

Leadership Traits

1. Strong execution discipline; you finish what you commit to
2. High personal credibility with both employees and department heads
3. Willingness to take hard decisions without delay or hesitation
4. Clear communication under pressure
5. Empathy balanced with firmness; you support people and hold them accountable simultaneously
6. Zero tolerance for ambiguity and delay in your own functioning

Skills

1. Talent and leadership hiring | Senior management and sales hiring | Bulk hiring
2. KPI/KRA management | Performance management | Remote and campus hiring
3. X-Ray and Boolean search | Onboarding and induction | Employee relations
4. HR operations | Stakeholder management | Hindi-belt hiring expertise

11. How We Work

We do not track hours. We measure results, quality, and integrity. We expect self-starters, not task-takers.

1. No fixed office hours
2. No mandatory weekly offs
3. No physical location constraints
4. One fixed reporting requirement: daily hiring report by 8 PM

Consistent disregard for SOPs or agreements results in termination after the second documented violation. This is not a warning; it is how the system works.

We invite you to join:

1. Mentally; own your outcomes, not just your tasks
2. Intellectually; apply wisdom, not just effort
3. Emotionally; align with the mission, not just the salary

Above the Line; Our Culture in Practice

If you can live by these principles, you belong here:

1. Accountability: See it, own it, solve it, do it
2. Become part of the solution, always
3. Act now; not after a meeting, not after an email chain
4. Ask constantly: What else can I do? What can I do better?
5. Seek coaching, not validation
6. Reject average in yourself before expecting it of others
7. Show people that you care; about the mission and about them

Most terminations here happen for attitude and cultural misfit, not skill gaps. Culture is not a poster on the wall.

12. Role Positioning

This role is not ceremonial. It is not advisory. It is the single-point ownership of IoK®'s people system.

The CHRO is accountable not for intentions, but for measurable people outcomes. Success will be measured clearly. Failure will be visible early.

If you are ready to build leaders, own outcomes, and create national impact; IoK® Education is where your work finally matches your ambition.

Location: Remote | Pan-India | Hindi-belt focus

Position Type: Full-time

Working Days: Flexible | Outcome-driven

Reporting to: CEO

Apply: https://iok.parcamp.com/node/add/application