The Human Resources (HR) department of an organization is mostly met with an elongated list of tasks to achieve day in & day out. With everything from payroll to recruitment on their platter, they deserve a supervisor or leader on whom they can count upon. This individual is referred to as the CHRO or Chief Human Resource Officer.
In addition to the CEO of the company, a CHRO – also referred to as the Chief People Officer – is capable of handling some of the most impactful and strategic positions in any given organization, irrespective of the industry. At the executive level, the CHRO is responsible for managing the entire HR department while concentrating on the development of the entire organization.
A CHRO also looks into the implementation of the right policies to make sure that the company is efficient for the long run. While this job position might be brand-new to the C-suite, it is an integral role that an organization should not overlook. Organizations can go through talent management and recruitment solutions at FutureSolve to maximize efficiency.
Why Does Your Company Need a CHRO?
The overall importance of Human Resources has increased significantly in the past few years. It is because finding the right talent for growing your organization is mostly a priority task for the HR department. In most cases, senior executives or other C-suite executives can overview the entire HR department for conducting administrative tasks or being compliant. However, there is not much to the department than that.
A CHRO can be regarded as a business -irrespective of the complexity or size of the organization. Effective HR leadership can work wonders with respect to making contributions to businesses while offering strategic value regarding people analytics, organizational planning, and leadership development.
When the HR department focuses on the bigger scenario, it will make their role in the management of benefits, performance, compliance, and payroll significantly easier. It also makes sure that someone will be held accountable for the overall development, well-being, and professional success of all employees at every possible level.
Understanding the Responsibilities of the CHRO
As the role of a CHRO is relatively new, the overall set of responsibilities can vary from one organization to another. Some common sets of tasks a CHRO is responsible for executing are:
Leading the HR Department: The primary role of the CHRO is leading the HR department. The HR team is responsible for dealing with specific tasks like talent management, administrative work, and recruiting. The CHRO, on the other hand, is known to deal with tasks like organization planning, implementation of the policies of change, and enhancing the efficiency of the organization through every level.
One of the ways CHROs ensure effective leadership is by spearheading the initiative of talent management. It will help them to ensure that every department in the organization is recruited properly. Moreover, it also ensures that recruitment marketing is implemented effectively to attract the best talent out there.
Working Closely with Other Members of the C-suite: The role of a CHRO is relatively new. It is crucial than ever before that they are capable of working closely with and collaborating efficiently with members of the C-suite. Particularly with CEO, a strong relationship should not be underestimated. Within the CHRO’s role, they should regard themselves as a constructive challenger and partner of other C-suite members.
A CHRO also helps in establishing a trust-based relationship. Assisting the CEO for building a cohesive leadership and a high-performing team of executives is important to the organization’s success.
Ensuring Diversity and Inclusion: An effective way in which a CHRO helps in creating a strong company culture. The professional can serve as a voice to ensure inclusion and diversity. It could imply a lot of things. For instance, a CHRO can consider having a look at pay equity and the manner in which you will access talent. You should know that diversity is more than only gender, race, sexual orientation, and ethnicity.
It is up to the CHRO to explain what inclusion and diversity will imply for the entire organization. It is also the professional’s responsibility to explain the corporate roles and how they should be executed across the business. When they do so, it will go a long way in ensuring top-class company culture. Eventually, people would like to join a company while staying for the long haul when they feel that they belong to the organization.
Understanding Behavioral Shifts to Hire the Right Talent: As the global labor market is quite tight, coming across the right full-time workforce for a specific requirement is increasingly challenging. This is why shifting toward a highly agile workforce model is crucial. As per a study report, it was estimated that around 68 percent of employees revealed that agile work arrangements effectively fit their lifestyles.
Another significant transition in the modern talent market that CHROs should aim at addressing is workforce flexibility. Employees continue blending the work-related and personal activities throughout the day. The modern workforce is significantly focused on ensuring work-life fluidity. CHROs are expected to work collaboratively while gaining managerial and executive responsibilities for practices like job-sharing or flexible timing to improve workforce flexibility.
Ensuring the Right Future Leadership Competencies: With unexpected changes in how agile work gets implemented and organized, CHROs are expected to deliver the right type of leadership towards supporting future needs. It is the role of the CHRO to make sure that organizations are creating the right type of leaders for the future.
Hiring and nurturing these competencies will help in extending the leadership philosophy of the organization beyond control and management. It will help team members minimize the overall pressure of work while empowering employees for decision-making and innovation at every level.
The effect the right CHRO will have on your organization is clear. Moreover, if you wish to have a competitive edge, it is time that you give the HR leader of your organization the C-suite title as deserved. Other business leaders can indeed observe that they will make a big difference in HR processes.