Chief Human Recourse Officer (CHRO)
About the Company
VILLACARTE GROUP is a group of companies operating since 2012. We develop and manage premium real estate and hospitality projects in Phuket. Our portfolio includes Layan Green Park, La Vista Villas, Layan Verde, VillaCarte Agency and La Green Hotel.
The company is entering a new growth phase and is seeking a Chief HR Officer to build the people architecture that will carry VillaCarte Group through its next stage of scale.
Role Overview
CHRO will take full ownership of the company's human capital strategy — organizational design, performance systems, compensation architecture, talent acquisition, and leadership development — across a ~600-person, multi-brand organization. This is a strategic executive role reporting directly to the founders, with direct impact on how the business scales without losing control, culture, or speed.
We are not looking for someone who "does HR." We are looking for someone who builds the operating system that turns a fast-growing group of companies into a structured, scalable business — the kind of HR leader who thinks in P&L and headcount efficiency as naturally as in engagement and culture, and who acts as a genuine change agent alongside the rest of the leadership team.
Key Focus Areas
HR Strategy & Business Alignment
Build and own the company's Human Capital Architecture, translating business goals into org structure, workforce planning, and people systems
Present HR initiatives to the founders with clear ROI and business impact — not wish lists
Own the analytics layer: headcount efficiency, revenue-per-employee, cost-to-serve, benchmarked against relevant international markets
Organizational Design & Process
Design and continuously refine the org structure across multiple brands and functions
Build and implement performance management, compensation, and grading systems from the ground up
Establish HR processes, policies, and an HRIS that scale without adding bureaucracy
Talent & Leadership
Own hiring for CEO-1/CEO-2 level roles, including selection of assessment tools and interview architecture
Build leadership development and succession pipelines for a company operating across multiple business units
Set clear performance standards and accountability frameworks at the leadership level
Model and actively promote the mindset that every senior leader is a change agent, not just an executor of the founders' decisions
Culture, Communication & Trust
Operate with radical honesty and transparency — deliver direct, unfiltered feedback upward to the founders, downward to teams, and sideways to fellow C-level, even when it is uncomfortable
Bring strong social intelligence: read the room, sense unspoken dynamics and interests, and adapt communication style without diluting the message
Skillfully manage a wide range of conflicts — cross-functional, interpersonal, and between individual ambition and business constraints
Act as a steady, dependable sparring partner for the founder — able to read his state and context in real time, and confident enough in one's own communication to engage directly and be understood
Possess the social skill to influence and persuade at a high level, while deliberately choosing not to manipulate — influence through data, argument, and empathy rather than hidden pressure, as a matter of personal values rather than lack of skill
Bring genuine curiosity — an active interest in new tools, models, and practices, rather than assuming existing knowledge is sufficient
Protect and evolve company culture through a high-growth, high-speed environment
Handle sensitive people situations (conflict, restructuring, underperformance) with fairness, honesty, and without unnecessary friction
We Expect You to Have
Proven experience as HR Director, CHRO, or Head of HR in a company of comparable size (300–1000+ employees) or in a fast-scaling business
Demonstrated experience building HR systems from scratch — organizational design, performance management, compensation frameworks — not just administering existing ones
Strong business acumen: comfort working with P&L, headcount efficiency, and workforce economics
A demonstrated track record of giving direct, honest feedback in difficult situations, and of resolving conflict constructively — verifiable through references
High social and emotional intelligence, evidenced in how candidates communicate throughout the interview process itself, not only described in past experience
International HR certification (SHRM-CP/SCP, HRCI, CIPD) strongly preferred
Experience in international / structured organizations, not limited to a single regional market
Strong leadership presence with the ability to operate as a direct, trusted sparring partner to the founders
A track record of managing culture through periods of rapid growth without losing people or performance
A genuine intellectual curiosity and appetite for learning new frameworks, tools, and practices
Candidates without proven experience building HR systems (not just running them), or without a demonstrated pattern of honest, direct communication, will not be considered.
Language Requirements
Russian — fluent
English — fluent, minimum C1 level
Location
Relocation to Phuket, Thailand is mandatory. This is a full-time, in-person leadership role based at our headquarters.
We Offer
Fixed compensation + performance-based bonus structure
Direct collaboration with the founders and strategic influence at the highest level of the company
Full ownership of the people architecture of a ~600-person, multi-brand international group
The opportunity to build a Human Capital function from the ground up rather than inherit and maintain one
Relocation support to Phuket, Thailand
If you are prepared to take full ownership of the people architecture of a fast-scaling international business — and you think in systems, communicate with radical honesty, and see yourself as a change agent rather than just an HR administrator — we invite you to apply.
We look forward to engaging in a professional and confidential discussion.