The rapid development and involvement of technology in every sector modified HR management too. Management of government compliance requirements and employee’s talent at the same time has raised the importance of HR function in companies.
That is why organizations have started practicing to raise their HR officer’s formal management rank to a level equivalent to C-suite executives, such as chief marketing officer (CMO), chief information officer (CIO), etc. So, companies started using chief human resource officer (CHRO) or similar titles for this position.
What is a CHRO?
The Chief Human Resources Officer (CHRO) is a top-level management executive responsible for an organization’s employees. The CHRO runs an organization’s human capital management and other relevant HR technology systems as well. It’s not an easy job but has various jobs and responsibilities, making this role very unique for each organization.
Roles and Responsibilities of the CHRO
Chief Human Resource Officers (CHROs) are required to have experience in managing teams. They should have a good understanding of business analysis. In addition to HR expertise, they should be well-versed with ethical business practices, client-relationship management, effective communication, and global and cultural awareness. Data and analytics knowledge is a must. It enables them to use data about employees to advise CEOs on strategic business decisions. It’s not easy to standardize or subset a Chief Human Resources Officer (CHRO). It varies with the organization’s structure. But primary roles and responsibilities that govern this particular role are mentioned below:
Leadership/Supervisory Role
The most vital role of the Chief Human Resources Officer (CHRO) is his leadership role.
They are responsible for strategic planning, which anticipates innovative ideas leading to change initiatives, higher productivity in employees, efficiency in overall organization, and cost-effectiveness.
They are accountable for the entire human resources department. It includes administrations, supervising HR directors, talent hunting, training and development, career development, etc.
A good leader cum chief human resources officer makes sure that all the business’s values are communicated and understood at all levels of the company’s hierarchy.
Strategy-making
The Chief Human Resources Officer (CHRO) devises such strategies, which lead to a high-quality and in-depth performance by the employees. Not only this, but they make sure that all strategies correspond with the overall business objectives.
Moreover, Chief Human Resources Officer (CHRO) devises and implements a detailed compensation and benefits strategy making it cost-effective.
The Chief Human Resources Officer (CHRO) develop HR policies for all branches, countries, and regions and analyzes the effectiveness of existing HR procedures and tools.
Analytics
The Chief Human Resources Officer should be skilled enough to perform an analytical role to monitor, analyze, and identify the required strategic needs, gaps, and due risks.
An experienced chief human resources officer uses the best management tools to identify its human capital capabilities to achieve overall desired targets.
Collaboration
This job role requires high collaboration and team effort. Chief Human Resources Officer (CHRO) should be highly collaborative with fellow executives to support business needs.
Being up-to-date with the latest knowledge
The Chief Human Resources Officer is needed to keep up with the latest industry trends and best practices. It means whatever is required to ensure the optimal performance of the HR department.
Other interesting articles
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- Chief Operator Officer (COO)
- Chief Commercial Officer (CCO)
- Chief Financial Officer (CFO)
- Chief Information Officer (CIO)
- Chief Marketing Officer (CMO)
- Chief Purchasing Officer (CPO)
- Chief Technology Officer (CTO)
- Chief Sales Officer (CSO)
- Chief Risk Officer (CRO)
- Chief Legal Officer (CLO)
