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Custom CHRO Resume, CHRO Board Profile Development

A document made for the role in front of you, not one general CV sent to everyone.

Order your document See one career rewritten

₹30,000 a document, or ₹75,000 for 10, plus GST.

50 CV designs for HR leadersFrom CHRO and Chief People Officer to Head of HR. Every person and company on them is fictional.

See all 50 designs

First page of After the Stay Payment, a CV design for a CHRO

After the Stay PaymentCHRO

First page of Before the Names Were Read, a CV design for a Group Head of HR

Before the Names Were ReadGroup Head of HR

First page of Four Doors on One Floor, a CV design for a Chief People Officer

Four Doors on One FloorChief People Officer

First page of One Person, Two Chairs, a CV design for a Chief People Officer

One Person, Two ChairsChief People Officer

First page of The Award the Chair Signed, a CV design for a CHRO

The Award the Chair SignedCHRO

First page of The Bench, a CV design for a Chief Human Resources Officer

The BenchChief Human Resources Officer

First page of The Borrowed Curator, a CV design for a Group Head of HR

The Borrowed CuratorGroup Head of HR

First page of The Hours We Could Give, a CV design for a Chief People Officer

The Hours We Could GiveChief People Officer

First page of The Line We Took Out, a CV design for a Chief People Officer

The Line We Took OutChief People Officer

First page of The Managers My Managers Made, a CV design for a CHRO

The Managers My Managers MadeCHRO

First page of The Payroll at Midnight, a CV design for a CHRO

The Payroll at MidnightCHRO

First page of The People Behind the Mean, a CV design for a Group Head of HR

The People Behind the MeanGroup Head of HR

First page of The Protected Rate, a CV design for a Group Head of HR

The Protected RateGroup Head of HR

First page of The Role Waiting at Homecoming, a CV design for a Group Head of HR

The Role Waiting at HomecomingGroup Head of HR

First page of The Shared Wednesday, a CV design for a CHRO

The Shared WednesdayCHRO

First page of The Specialist Who Kept Her Tools, a CV design for a Chief People Officer

The Specialist Who Kept Her ToolsChief People Officer

First page of The Wage Envelope, a CV design for a CHRO

The Wage EnvelopeCHRO

First page of The Withdrawal Window, a CV design for a CHRO

The Withdrawal WindowCHRO

First page of Twelve Names on the Faculty List, a CV design for a Chief People Officer

Twelve Names on the Faculty ListChief People Officer

First page of Two Ballot Boxes, a CV design for a CHRO

Two Ballot BoxesCHRO

First page of Forty Weeks of One Job, a CV design for a SVP Human Resources

Forty Weeks of One JobSVP Human Resources

First page of The Bus After Closing, a CV design for a EVP HR

The Bus After ClosingEVP HR

First page of The Deduction on the Stub, a CV design for a EVP HR

The Deduction on the StubEVP HR

First page of The Release Clause, a CV design for a EVP HR

The Release ClauseEVP HR

First page of The Second Blank, a CV design for a SVP Human Resources

The Second BlankSVP Human Resources

First page of The Unopened Copy, a CV design for a SVP Human Resources

The Unopened CopySVP Human Resources

First page of The Vacancy That Moved, a CV design for a EVP HR

The Vacancy That MovedEVP HR

First page of The Witnessed Lift, a CV design for a SVP Human Resources

The Witnessed LiftSVP Human Resources

First page of The Workshop That Had to Wait, a CV design for a SVP Human Resources

The Workshop That Had to WaitSVP Human Resources

First page of The Year Outside the Book, a CV design for a EVP HR

The Year Outside the BookEVP HR

First page of Four Employers, Sixty Salaries, a CV design for a VP Total Rewards

Four Employers, Sixty SalariesVP Total Rewards

First page of One Commission Between Them, a CV design for a VP Total Rewards

One Commission Between ThemVP Total Rewards

First page of The Address on the Allowance, a CV design for a VP Total Rewards

The Address on the AllowanceVP Total Rewards

First page of The Chair Who Stepped Outside, a CV design for a VP Talent

The Chair Who Stepped OutsideVP Talent

First page of The Empty Rating Box, a CV design for a VP HR

The Empty Rating BoxVP HR

First page of The Last Customer Call, a CV design for a VP HR

The Last Customer CallVP HR

First page of The Post That Was Already Filled, a CV design for a VP Talent

The Post That Was Already FilledVP Talent

First page of The Second Reading, a CV design for a VP Talent

The Second ReadingVP Talent

First page of The Unused Entitlement, a CV design for a VP Total Rewards

The Unused EntitlementVP Total Rewards

First page of The Vacancies Still Open, a CV design for a VP HR

The Vacancies Still OpenVP HR

First page of One Story on Three Calls, a CV design for a Head of Talent Acquisition

One Story on Three CallsHead of Talent Acquisition

First page of The Arrivals Board, a CV design for a Head of Talent Acquisition

The Arrivals BoardHead of Talent Acquisition

First page of The Days We Owned, a CV design for a HR Business Partner Head

The Days We OwnedHR Business Partner Head

First page of The Fourth Working Day, a CV design for a Director HR

The Fourth Working DayDirector HR

First page of The Interview Beyond the Stairs, a CV design for a Director HR

The Interview Beyond the StairsDirector HR

First page of The Interview We Gave Back, a CV design for a Head of Talent Acquisition

The Interview We Gave BackHead of Talent Acquisition

First page of The Roster in Ink, a CV design for a Head of HR

The Roster in InkHead of HR

First page of The Verb in the Translation, a CV design for a Head of HR

The Verb in the TranslationHead of HR

First page of Three People Changed Days, a CV design for a Head of HR

Three People Changed DaysHead of HR

First page of Twelve People Did Not Reply, a CV design for a HR Business Partner Head

Twelve People Did Not ReplyHR Business Partner Head

90+CHRO placements by our practice, across a decade
Since 2010an executive search firm, on the side of the table that reads these
50 templatesfinished resumes for the human resources stream, listed on this page
Nothing inventedevery claim comes from your record, and is yours to defend

The same career

Your record is not the problem. The way it is told may be.

A general CV describes a job. A reader deciding on a seat wants to know what you did in it. Here is one CHRO, on the same facts, told both ways.

The opening

A general CVDynamic HR professional with over 20 years of experience across talent acquisition, employee engagement, compensation and HR operations.

Written for this seat

CHRO who keeps the top team’s succession covered, and has taken executive pay through the NRC for five years.

The reader knows the size of the seat from one line.

The work

A general CVResponsible for talent management, succession planning and leadership development.

Written for this seat

Raised ready successors for the top 20 roles from 35% to 80% in four years.

The reader can see what changed, and by how much.

The board

A general CVRegularly presented to the Board and the Nomination & Remuneration Committee.

Written for this seat

Standing invitee to the Nomination & Remuneration Committee since 2020. Took a new ESOP scheme through a shareholder vote with 96% approval.

The reader can see how far the board trusted the judgement.

A fictional CHRO and fictional companies, shown to illustrate the service.

Choose a reader

One career. Four CHRO mandates. Four different pages.

The record stays the same. The person reading it does not, and neither does what they look for first. Choose a reader, and watch the page change.

Meera Kulkarni

Chief Human Resources Officer, Mumbai

Written forthe founders and the investor board

People leader who builds the function a fast-growing company never had.

Selected results

Built the people function at Quillon Software from one recruiter: HR system, pay framework and a first leadership programme.
Cut offer-to-join dropout from 30% to 12% while headcount grew from 300 to 2,400.
Ran senior hiring with the founders through three funding rounds.
Took a new ESOP scheme and the CEO’s revised pay through the NRC and a shareholder vote, with 96% approval.

Career

2019 to date
CHRO, Tavenor Consumer
Listed FMCG company, ₹5,200 crore revenue, 9,000 people
2015 to 2019
Head of People, Quillon Software
Venture-backed, 300 to 2,400 people
2010 to 2015
Head of HR, India, Arvelle Global Services
Global capability centre, 6,000 people
2004 to 2010
HR Manager, Plants, Morvantis Engineering
Family-owned, ₹900 crore revenue, three unionised plants

Further down, for this reader: long tenure in one settled company

A fictional CHRO and fictional companies, shown to illustrate the service.

What we prepare

Three documents, each for a different reader

Everything comes from your record. We change what leads and what steps back. We do not invent anything.

Meera Kulkarni
Chief Human Resources Officer
CHRO who keeps the top team’s succession covered and takes executive pay through the NRC.
Selected results
- Raised ready successors for the top 20 roles from 35% to 80% in four years.
- Made eight of the last ten senior appointments from within, including two business heads.
- Took a new ESOP scheme and the CEO’s revised pay through the NRC and a shareholder vote, with 96% approval.
- Moved 9,000 people from tenure-based grades to roles and results, with no rise in regretted attrition.
Career
- CHRO, Tavenor Consumer
- Head of People, Quillon Software
Custom CHRO Resume
Read by the people hiring for the seat
Built around the role you are applying for, and designed to read well in a minute: an opening written for that seat, the record that matters to that reader first, and the rest in its place.
Meera Kulkarni
Board profile
Twenty years of reading a company through its people, and five of telling a nomination committee who is ready and who is not.
Governance
- Standing invitee, Nomination & Remuneration Committee, since 2020
- Secretary to the board’s annual succession review
Pay and disclosure
- Five years of executive pay disclosures, approved by shareholders each time
- Every workplace complaint closed within the statutory time
Judgement calls I owned
- Advised against an external CEO candidate after the reference calls. The board agreed.
CHRO Board Profile
Read by a nomination committee
Your record as a board reads it: governance, committees, your dealings with auditors and regulators, and the judgement calls you owned.
Meera Kulkarni
People leadership for a company scaling fast
For founders and investor boards, as a company grows past 500 people.
What I doThe first people function: pay, hiring, managers and a leadership bench
For whomVenture and private-equity backed companies between 500 and 5,000 people
The proofQuillon Software: 300 to 2,400 people, offer dropout down from 30% to 12%
Consulting deck
Read by your clients
Your offer laid out for clients, if your next move is advisory: what you do, for whom, and the work that proves it.

A fictional CHRO and fictional companies, shown to illustrate the service.

CHRO resume templates

50 CHRO resume templates for the human resources stream

Each one is a complete two-page resume, so you can judge how it reads as well as how it looks. Start at your seat, open any of them, and read both pages. Choose one and we build your record into it, or leave the choice to us.

20 templates for CHRO and Chief People Officer

After the Stay Payment
Data-led · leads with the board
Chief people officers accountable for continuity of scarce creative teams through a long commission and beyond a single paid milestone.
Order
Before the Names Were Read
Classical · leads with the board
Group HR heads supporting chief executive selection where a promoter's preferred growth story could displace the operating mandate agreed at launch.
Order
Four Doors on One Floor
Architectural · leads with the board
Chief people officers designing reporting lines where service coverage and the time available to coach apprentices matter more than an average span.
Order
One Person, Two Chairs
Architectural · leads with the board
A people chief whose board needs simultaneous leadership cover across operating divisions that face the same seasonal risk.
Order
The Award the Chair Signed
Classical · leads with the board
Group people officers who must defend a narrower executive payout to a chief executive and a sceptical reward committee.
Order
The Bench
Portrait-led · leads with the board
A CHRO or Chief People Officer who wants a board and an NRC chair to see talent as an asset that has grown, not a list of HR programmes.
Order
The Borrowed Curator
Monograph · leads with the board
Group people heads who can move scarce specialists across businesses and defend the return commitment when a host wants to keep them.
Order
The Hours We Could Give
Bold colour · leads with the board
People officers balancing employee solidarity, production cover and a board's duty to budget a discretionary leave programme honestly.
Order
The Line We Took Out
Editorial · leads with the board
People chiefs revising entry requirements for skilled jobs where the board expects evidence of standards and access to opportunity.
Order
The Managers My Managers Made
Monograph · leads with the board
Group HR chiefs who can show a board which operations leaders developed the next generation and what remained unproved.
Order
The Payroll at Midnight
Bold colour · leads with the board
CHROs carrying the employee perimeter of a division sale where working for the buyer and moving to its payroll are different decisions.
Order
The People Behind the Mean
Data-led · leads with the board
Group people heads presenting pay differences to a board that also needs evidence on entry to senior work.
Order
The Protected Rate
Monograph · leads with the board
A group HR chief integrating acquired field teams where comparable jobs carry different historic rates and managers expect prompt harmonisation.
Order
The Role Waiting at Homecoming
Portrait-led · leads with the board
Group HR leaders who can connect a return commitment to a funded post and show the board what happened after the employee came back.
Order
The Shared Wednesday
Bold colour · leads with the board
A CHRO redesigning scarce operating leadership roles where employees want reduced schedules but customers still need one accountable decision maker.
Order
The Specialist Who Kept Her Tools
Monograph · leads with the board
People chiefs who can retain technical authority at executive grade without creating reporting lines simply to justify the pay.
Order
The Wage Envelope
Editorial · leads with the board
A CHRO seeking an industrial board that needs its labour budget defended in the bargaining room as well as the finance committee.
Order
The Withdrawal Window
Portrait-led · leads with the board
Chief HR officers handling a site transition where volunteers must be able to reconsider and management must explain which exits it can fund.
Order
Twelve Names on the Faculty List
Portrait-led · leads with the board
Chief people officers asked to price academic growth where preparation time, specialist availability and fractional contracts constrain the intake.
Order
Two Ballot Boxes
Bold colour · leads with the board
Chief human resources officers who negotiate with distinct employee groups and must tell a board exactly whose mandate it has received.
Order
Forty Weeks of One Job
Architectural · leads with the board
Divisional HR executives who can determine whether repeated temporary bookings describe a continuing job and offer its terms to employees openly.
Order
The Bus After Closing
Editorial · leads with the CHRO
Divisional people executives who own service staffing and the transport cost of keeping a late customer operation open.
Order
The Deduction on the Stub
Annual report · leads with the CHRO
Divisional people executives who can stop an event supplier's renewal and verify that a remedy reaches the workers who were charged.
Order
The Release Clause
Classical · leads with the CHRO
An HR deputy seeking full people authority where line managers hoard successful employees and internal offers lose credibility.
Order
The Second Blank
Data-led · leads with the board
People executives who own survey release decisions and can preserve useful workforce evidence while protecting small groups from reconstruction.
Order
The Unopened Copy
Portrait-led · leads with the board
Senior people leaders trusted to protect the route for a report involving their own business head and to keep neutral decisions separate.
Order
The Vacancy That Moved
Portrait-led · leads with the CHRO
People integration leaders closing a site who can distinguish internal appointments from jobs genuinely preserved for the affected group.
Order
The Witnessed Lift
Portrait-led · leads with the CHRO
A divisional people leader seeking responsibility for releasing skilled staff into production where workshop attendance alone cannot evidence competence.
Order
The Workshop That Had to Wait
Data-led · leads with the CHRO
Learning executives who can defend a budget using operating evidence and tell a division president how much confidence the comparison deserves.
Order
The Year Outside the Book
Classical · leads with the CHRO
Divisional HR executives who can reconcile historical employment records and communicate exactly which company benefit uses cumulative service.
Order
Four Employers, Sixty Salaries
Data-led · leads with the board
Reward vice presidents presenting a specialist market range to finance when one large contributor dominates a thin survey sample.
Order
One Commission Between Them
Annual report · leads with the CHRO
Reward leaders working across commercial and delivery teams where shared wins and cancelled bookings can otherwise generate competing pay claims.
Order
The Address on the Allowance
Portrait-led · leads with the CHRO
Rewards leaders resolving location-pay disputes where staff live on one side of a boundary and work on the other.
Order
The Chair Who Stepped Outside
Portrait-led · leads with the CHRO
Talent leaders who must show a chief executive how contested promotion decisions survive conflicts in a small specialist organisation.
Order
The Empty Rating Box
Editorial · leads with the CHRO
HR vice presidents who need to challenge forced distributions and make a common performance standard credible across independently managed sites.
Order
The Last Customer Call
Monograph · leads with the CHRO
HR vice presidents negotiating senior commercial departures where customer continuity, access controls and contractual pay must agree across functions.
Order
The Post That Was Already Filled
Editorial · leads with the CHRO
Talent vice presidents who can reopen a contested internal appointment and preserve credible competition without abandoning service cover.
Order
The Second Reading
Data-led · leads with the CHRO
A talent leader seeking authority over assessment standards across engineering and operations where individual interviewers read identical evidence differently.
Order
The Unused Entitlement
Editorial · leads with the CHRO
Reward leaders who have changed a supplier agreement after testing whether colleagues on different shifts could redeem the same benefit.
Order
The Vacancies Still Open
Data-led · leads with the CHRO
HR vice presidents covering a property portfolio who need hiring data that answers whether a hotel can open with its planned team.
Order
One Story on Three Calls
Classical · leads with the CHRO
Recruitment heads appointing editorial leaders whose reputations travel faster than evidence of the work they personally decided.
Order
The Arrivals Board
Portrait-led · leads with the CHRO
Recruitment heads asked to make service staffing forecasts credible to operations leaders deciding which crews can leave for customers.
Order
The Days We Owned
Annual report · leads with the CHRO
Plant HR heads whose next appointment requires personal ownership of employee remedies across payroll, operations and the shift roster.
Order
The Fourth Working Day
Architectural · leads with the CHRO
HR directors who can give operations a fair first-week measure and hold each onboarding owner to a demonstrable handover.
Order
The Interview Beyond the Stairs
Architectural · leads with the CHRO
HR directors hiring for specialist work who can change the route into an interview without changing the evidence required of candidates.
Order
The Interview We Gave Back
Editorial · leads with the CHRO
Recruitment heads who can shorten a senior hiring process while preserving a route to examine genuinely unresolved evidence.
Order
The Roster in Ink
Portrait-led · leads with the CHRO
Site HR heads who can make a roster promise measurable and show operations the price of changing a booked shift at short notice.
Order
The Verb in the Translation
Classical · leads with the CHRO
Site HR heads publishing employee procedures across shifts and languages who can show how they checked the action available to each worker.
Order
Three People Changed Days
Architectural · leads with the CHRO
Site people heads judged on employee choice, reliable closing cover and the cost of unnecessary relief shifts.
Order
Twelve People Did Not Reply
Data-led · leads with the CHRO
People partners who must move a depot manager from anecdotal exit explanations to a specific operational trial with an honest denominator.
Order

Samples, with fictional people and companies. Your own record replaces them, and the figure each page is built around is redrawn from your numbers.

Your document

What is happening right now?

Choose the one that sounds like you, and we set your order to match.

One document: ₹30,000 plus GST, with 3 revisions
10 documents: ₹75,000 plus GST, to use over 12 months
Any document can be a resume, a board profile or a consulting deck
Choose a template, or leave the design to us
No account needed. We contact you within one working day

How it works

From your record to your hands

Choose one document or the pack
No account is needed. Your GST invoice comes to your email.
We take your record and the role
We contact you within one working day.
We prepare the document
Written for the people who will read it first.
You review it
3 revisions on a single document, until it reads right.

What we need from you

Your full record: roles, scope, numbers and dates
The role you are applying for, and the job description if you have one
Any figures you are not free to share, so that we leave them out

Two senior leaders discussing a role across a table

Why an executive search firm

We read these on the other side of the table.

Gladwin International has been an executive search firm since 2010. Its CHRO practice, led by Anandh Shanmugaraj, has made 90+ CHRO and CPO placements since 2010. Knowing what a committee reads first is our everyday work.

Your record stays with us
It is used only to prepare your documents. It is not circulated to any hiring side.
Your limits are respected
Tell us the figures you are not free to share, and we leave them out.

What it does not do

It does not get you a role, and no one can promise one
It does not put you on a shortlist for our retained searches
It does not add achievements you do not have. Every claim must be yours to defend

Before you decide

The questions we are asked first

What should a CHRO resume include?

A CHRO resume should open with a line written for the seat you want, then lead with what that reader looks for first: succession cover for the top team, executive pay taken through the NRC, retention and mergers with numbers, and the decisions you changed. Everything else steps back. A founder and a global parent read the same career differently.

How much does a CHRO resume or board profile cost?

One document is ₹30,000, with 3 revisions. 10 documents over 12 months are ₹75,000. Both are plus GST.

What is the difference between a CHRO resume and a board profile?

A resume sells you for an executive role, so it leads with what you ran and delivered. A board profile is read for governance and judgement, so it leads with committees, your dealings with regulators and shareholders, and the calls you owned.

How does the 10-document pack work?

You have 12 months from purchase to use all 10. Bring us a role you are applying for and we prepare the document for it.

Can the pack include board profiles and decks?

Yes. Each of the documents can be a resume, a board profile or a consulting deck.

Who sees my record?

It is used only to prepare your documents. It is not circulated to any hiring side.

Does this get me a role?

No one can promise a role, and we do not. Buying a document does not put you on a shortlist for our retained searches.

One career, read by very different people.

₹30,000 a document, or ₹75,000 for 10, plus GST.

Order your document See the templates

More for CHROs from Gladwin International

CHRO Jobs & Applications →
The CHRO mandates we are mapping now.
The Prism Framework →
Our framework for reading CHROs.
CHRO Executive Search →
How boards hire CHROs through our practice.

The CHRO Career Desk

Everything on the desk

See the whole desk →

Career Strategy & Growth
Reads your record against the market and shows which moves are worth making.
Open
Personal Website
What a board or a search firm finds when they look you up, in your own words.
Open
Whisper Job Search Agent
Reads the market against your own brief, in silence. Your name stays out of it.
Open
Resume & Board Profile
One career, presented for the people who will read it first.
You are here
Readiness Audit & Strategy
Reads your record against the seat you want next, and shows how to close each gap.
Open

Custom CHRO Resume, CHRO Board Profile Development

The opening

The work

The board

Selected results

Career