The role of the Chief Human Resources Officer (CHRO) has evolved into a critical business function that directly impacts organisational strategy, leadership continuity, and long-term value creation. As organisations in India face increasing pressure to attract top talent, maintain regulatory compliance, and build inclusive, resilient workplaces, CHROs are now expected to deliver results beyond traditional HR responsibilities. Correspondingly, the CHRO's salary in India reflects the strategic scope and accountability embedded within the role today.
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A comprehensive breakdown of CHRO Salary in India shows several compensation components:
a. Base Salary
This forms the largest part of the CHRO's salary package in India. For senior HR leaders in large corporations, base pay ranges between ₹60 lakh and ₹1.5 crore annually, depending on the company's scale and sector.
b. Annual Bonus (Performance-Linked)
Performance incentives contribute 20–40% of the base salary. Bonuses are based on metrics like employee satisfaction, talent retention, and cost optimisation, enhancing total rewards.
c. Long-Term Incentives (ESOPs, RSUs, Profit-Sharing)
CHROs in private firms or start-ups often receive equity stakes of up to 0.5–1%, while larger firms typically offer Restricted Stock Units (RSUs) or profit-sharing arrangements to align long-term interests.
d. Allowances and Perks
Typical allowances include:
Travel and accommodation for pan-India responsibilities
Communication (laptop, smartphone)
Wellness benefits like gym memberships or health check-ups
These add around ₹5–10 lakhs yearly to the CHRO Salary in India package.
e. Retirement Benefits
Retirement components include:
Provident Fund contributions (~12% of base pay)
Gratuity after five years’ service
Superannuation (up to ₹1 lakh annually)
While not cash-in-hand every month, they significantly enhance the total compensation.
Average CHRO Salary in India
While compensation structures vary, how do actual salary numbers stack up across industries and organisational sizes? To understand the earning potential of CHROs in India, it's essential to explore how compensation ranges shift by sector, company size, and ownership model.
a. Compensation Range By Industry
Below is an overview of the CHRO Salary in India by industry:
Industry
Base Salary Range (₹ lakhs)
Total Compensation Range (₹ crores)
IT / ITES
70 – 150
₹1.2 – ₹2.5
BFSI
60 – 140
₹1 – ₹2.3
Manufacturing
50 – 120
₹0.9 – ₹1.8
Pharma
55 – 130
₹1 – ₹2
FMCG
60 – 140
₹1.1 – ₹2.4
Healthcare
50 – 130
₹0.9 – ₹2
b. Salary Variations Based On Company Size
Start‑ups (Series B–D): Base ₹40–80 lakhs; equity significant.
Mid-size firms: Base ₹60–120 lakhs; total compensation includes modest ESOPs.
Large enterprises: Base ₹80 lakhs–₹1.5 crore; total compensation ₹1.5–₹3 crore, sometimes higher.
c. Public Sector vs Private Sector
Public-sector leaders earn a base salary of ₹50–80 lakhs; total compensation ranges from ₹70 lakhs to ₹1.1 crore. Private-sector CHROs—especially those in multinationals—outperform their public-sector counterparts, with superior bonus and equity components. That makes the CHRO Salary disparity in India significant between sectors.
Key Factors Influencing CHRO Pay
What separates a mid-level HR leader from a highly paid CHRO? Several key factors, ranging from qualifications to crisis management experience, play a significant role in determining compensation. Let’s examine what drives CHRO pay upwards in today’s market.
a. Experience And Qualifications
CHROs with over 15 years' HR experience, plus an MBA (HR), psychology or labour law degree, command higher compensation.
b. Change Management & Digital HR Transformation
Organisations implementing digital HR platforms reward CHROs skilled in automation, AI-driven analytics and transformation more generously.
c. Employer Branding, DEI Initiatives & ESG Alignment
Experience with employer brand-building and championing diversity, equity, and inclusion (DEI) can lead to higher compensation, especially in firms that emphasise environmental, social, and governance (ESG) compliance.
d. Mergers, Restructuring & Crisis Management
Track records in managing large-scale change, mergers, or compliance-related crises significantly enhance CHRO salaries in India, due to a risk premium.
CHRO Compensation in Start‑Ups vs Corporates
Start-ups and large corporations take very different approaches to CHRO compensation. Here's how HR leadership pay scales depending on whether you’re driving culture in a high-growth start-up or leading transformation in a Fortune 500-style company.
a. Start‑up CHROs: Equity-Heavy Packages
In high-growth companies, cash salaries are lean (₹40–80 lakhs), but ESOPs of 0.2–1% equity offer upside potential if growth materialises.
b. Corporate CHROs: Stable Salaries
Large firms offer predictable base and annual bonus components. Long-term incentives are typically awarded via RSUs or profit-sharing.
c. Role of HR Leadership in Scaling Talent & Culture
In both settings, the CHRO ensures cultural integrity during the scale-up process. Their success in attracting and retaining talent directly influences CHRO Salary trends in India.
Salary Benchmarking and Disclosure
Public disclosures and international comparisons help contextualise CHRO salary levels. Let’s look at real examples from listed companies and global benchmarks.
a. Examples From Listed Indian Firms' Annual Reports
At a leading FMCG company, the CHRO earned ₹3 crore in FY 2023–24, comprising ₹1.2 crore base, ₹0.6 crore bonus and ₹1.2 crore long‑term incentives.
A top-tier IT firm reported CHRO pay of ₹2.8 crore, comprising a base salary of ₹1.4 crore and ₹1 crore in incentives.
b. Global vs Indian Benchmarks
Global HR leadership pay ranges between $350k and $700k (~₹3–6 crore), especially in MNCs. India-based CHRO compensation is catching up, typically at 60–70% of global rates, mirroring the increasing leadership expectations.
Trends in CHRO Compensation
With the rise of HR analytics, mental well-being, and strategic influence, CHRO compensation trends are shifting to reflect a broader and more complex mandate.
a. Focus on Mental Health and Organisational Resilience
As mental well‑being becomes a priority, organisations compensate CHROs who implement effective employee counselling and resilience programmes.
b. HR Analytics and Data‑Driven Leadership
Those proficient in predictive analytics, workforce planning tools and people metrics receive premium compensation.
c. Cross‑Functional Influence
Today, CHROs hold seats at the strategy table, shaping business decisions—from digital transformation to international expansion. That expanding remit contributes to the growth of CHRO salaries in India.
Why Does Risk Protection Matter for CHROs Today?
As HR leaders take on bigger roles in strategy, compliance, and culture, their personal exposure to legal and reputational risks grows too. That’s why protection isn’t optional anymore; it's essential.
What Kind of Risks Are They Facing?
From wrongful termination claims to lapses in compliance, HR decisions can lead to personal liability. Even when done with the right intent, CHROs may still face legal heat.
Can D&O Insurance Really Help?
Yes. Directors & Officers Insurance can cover legal defence and settlements when CHROs are named in lawsuits, especially those related to employment practices or internal policies.
Should CHROs Be Included in Leadership Coverage?
Absolutely. Including CHROs in your company's leadership liability policy shows you value both accountability and protection. It lets them make people-first decisions with confidence.
Conclusion
The CHRO salary in India reflects the growing strategic role of HR leadership. It breaks down key salary components, including base pay, bonuses, equity, and retirement benefits, and provides industry-specific benchmarks across IT, BFSI, manufacturing, pharma, and FMCG.
Factors like experience, qualifications, digital transformation, DEI, and crisis management impact pay. A comparison between startup and corporate CHRO roles highlights differences in equity and salary structure. Real-world salary disclosures and global benchmarks offer context, while emerging trends such as HR analytics, mental health leadership, and legal risk exposure show how CHRO pay is adapting to modern business needs.
This article emphasises that competitive and well-structured compensation, including liability protection, is now essential to attract and retain capable HR leaders in a dynamic Indian business environment.
Disclaimer: Above mentioned insurers are arranged in alphabetical order. Policybazaar.com does not endorse, rate, or recommend any particular insurer or insurance product offered by an insurer.
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