Legally, yes.
If the CHRO is a senior woman employee, the POSH Act permits it.
But POSH governance is not just about what is legally allowed.
It is also about trust and perception.
The Practical Reality
In most organisations, the CHRO is clearly seen as management.
And in the absence of the CEO or Managing Director, the CHRO is often the authority responsible for:
- Issuing warnings or penalties
- Executing transfers or terminations
- Driving corrective and preventive actions
This makes the CHRO a key decision-maker in implementing POSH outcomes.
Where the Concern Arises
When the same role:
- Oversees or anchors the POSH inquiry, and
- Implements its outcomes,
questions around independence and neutrality can arise — even if the process is fair.
In POSH matters, perception matters as much as procedure.
What Works Better
Many organisations now follow a stronger approach:
- Appoint a senior woman employee outside HR as Presiding Officer
- Keep HR in a facilitative and advisory role
This separation builds:
- Employee confidence
- Credibility of the Internal Committee
- Trust in the POSH process
The Real Question
The question isn’t:
“Can a CHRO be the Presiding Officer?”
It is:
“Will employees trust the process?”
Not sure if your POSH structure inspires trust?
👉 Learn more at www.cecureus.com
👉 Speak to us for a confidential POSH governance review
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