“Chief Human Resources Officer”

Overview of Chief Human Resources Officer?

A Chief Human Resources Officer (CHRO) is a top-level executive responsible for leading Human Resources (HR) functions like recruitment, payroll, employee relations, and training across an organization. An effective CHRO requires a deep understanding of business operations, regulations, and trends and must act as a liaison between operational arm and the HR department.

The CHRO is responsible for building and managing the HR technical infrastructure, service delivery, and talent management. They are involved in creating and managing staffing plans, designing development programs, and helping to draft global HR strategies. The CHRO also serves as a strategic HRM advisor to the business by helping to define and implement measures that will increase employee engagement, the organization’s commitment to diversity and inclusion, compensation and benefits, and organizational health.

Responsibilities and Role?

The CHRO is the head of the HR department and is responsible for advising C-suite members on strategic initiatives, organizational structure, and staffing needs. Other key responsibilities include:

• Manage organizational Human Resource Planning: Developing a long-term vision and analyzing current and future workforce demands
• Labour Relations: Negotiating and maintain labor agreements, liaising with unions, and resolving any grievances
• Leadership: Developing a culture of high performance through initiatives and programs that develop the skills of all personnel
• Policies and Regulations: Ensuring compliance with employment legislation, compensation and benefits regulations, and applicable global HR laws and standards
• Budgeting and Reporting: Developing and managing the HR budget and overseeing Human Resources operation performance

The CHRO must also be a leader who can inspire and motivate their team, provide strategic direction, and create a collaborative atmosphere across all departments.

Human Capital Management?

Human capital management (HCM) is an integral part of a CHRO’s role. HCM is the development, implementation, and maintenance of employee-oriented strategies aimed at improving the effectiveness of an organization. It is a holistic approach to all aspects of managing, developing, and bringing out the best in people, including forecasting future staffing demands and ensuring that employees are equipped to meet current and future organizational objectives.

CHROs play a critical role in the development of HCM initiatives, such as building a talent pool, creating and implementing compensation strategies, implementing training programs, and designing management development programs. In addition, CHROs are also responsible for establishing metrics to measure the effectiveness of these initiatives.

FAQs

Is the CHRO role only about managing HR functions?

No, the CHRO role is much broader than simply managing HR functions. A CHRO must have a good working knowledge of the business and be able to evaluate organizational strategies and capabilities in order to recommend improvements. In addition, they are responsible for leading a team, developing a vision, managing budgets, and ensuring compliance with workplace regulations.

What’s the career path to becoming a CHRO?

The typical career path to becoming a CHRO usually includes positions in specialist HR disciplines such as recruitment, talent acquisition, learning and development, and compensation and benefits. Many CHROs come from a business or consulting background, and have worked their way up through the ranks of an organization or in the HR consultancy sector.

What’s the typical reporting structure of the CHRO?

CHROs typically report to the Chief Executive Officer or Chief Operating Officer, and have dotted line accountability to a Board of Directors. They are also typically part of the executive management team and will often advise the board on strategy, and work closely with other functions such as Finance and Operations.

Also see: Human resource | Human Resource managers | Human Resource Management | Human Resource Policies