Chief human resources officer

A chief human resources officer (CHRO) is a corporate officer who oversees all aspects of human resource management and industrial relations policies, practices and operations for an organization. Similar job titles include: Chief People Officer, Chief Personnel Officer, Executive Vice President of Human Resources and Senior Vice President of Human Resources. Roles and responsibilities of a typical CHRO can be categorized as follows: (1) workforce strategist, (2) organizational and performance conductor, (3) HR service delivery owner, (4) compliance and governance regulator, and (5) coach and adviser to the senior leadership team and the board of directors. CHROs may also be involved in board member selection and orientation, executive compensation, and succession planning. In addition, functions such as communications, facilities, public relations and related areas may fall within the scope of the CHRO role. Increasingly, the CHRO reports directly to the Chief Executive Officer and is a member of the most senior-level committees of the company (e.g., executive committee or office of the CEO).

The role of the Chief Human Resource Officer has evolved rapidly to meet the human capital needs of organizations operating across multiple regulatory and labor environments. Whereas CHROs once focused on organizations human resources in just one or two countries, today many oversee complex networks of employees on more than one continent and implement workforce development strategies on a global scale. CHROs are especially important now in helping companies navigate the workforce issues associated with expanding into emerging markets, and in developing labor policies to suit different regions of the world while preserving a company’s core culture.

The strategic role of the CHRO has also expanded as workforces are increasingly composed of knowledge workers, and companies have required better systems to compete for scarce high-skilled workers. Rather than focusing exclusively on human resource issues and service delivery, CHROs today must concentrate on creating strong talent pipelines to both enhance organizational decision-making and secure future growth. These changes in the business landscape have required the CHRO to heighten the focus on talent, capabilities and company culture.

According to an annual survey conducted over the past six years by the largest industry group for Chief Human Resource Officers, the HR Policy Association in the United States, top CHRO concerns over the years fall roughly into three broad categories: talent, capabilities, and culture.

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