A career in human resources, or HR, can provide you with numerous opportunities for advancement within a company or organization, ranging from entry-level to managerial roles. A chief human resource officer (CHRO) is a member of a company’s HR department and is in charge of managing human resources employees and operations. If you want a leadership position in human resources, it can help to understand the skills and responsibilities of a CHRO to see if HR management is the right career path for you.

In this article, I define a chief human resources officer (CHRO), discuss their main work duties, and required skills for the job, provide a step-by-step roadmap for beginning a career as a CHRO, and identify which employees and departments they oversee. Let’s get to it!

Key Takeaways 

• A chief human resources officer is the executive in charge of an organization’s human resources department. 
• CHROs often possess soft skills such as communication and creativity, as well as technical skills such as legal knowledge, which enables them to excel in their professions. 
• Many CHROs begin their human resources careers with a bachelor’s degree in psychology or business administration, but a master’s degree is required for the majority of chief human resource officer positions.
• The role of the CHRO has shifted from mainly administrative to that of a strategic business partner to other C-level executives, including the CEO.

What Is a Chief Human Resources Officer?

A chief human resources officer (CHRO) is a professional whose primary responsibilities include leading a company or organization’s HR department. They manage entire HR departments, which handle various aspects of the employment process such as recruiting, hiring, benefit acquisition, training, and employee relations. 

The CHRO typically has substantial experience in human resources and management-related areas, giving them the expertise necessary to run such broad departments. They regularly work with executives, such as the CEO or CFO, to provide employee-based perspectives on pending company-wide decisions.

CHRO’s Responsibilities 

Organizations often state that their employees are their most valuable resource since reaching business goals is much more likely with a skilled, ambitious, and conscientious team. CHROs use their vast expertise to assist their companies in attracting, nurturing, and retaining top talent. Here are some of their responsibilities.

Talent Management 

Talent management is an organization’s overall strategy for managing its people, and it encompasses several vital areas. 

Acquisition. Sourcing and recruiting the best candidates for each position. I’ve seen different position roles overlap here, however, it is primarily the CHROs responsibility to source and recruit top talent.

Onboarding. The process of assisting new employees in settling into their new roles. Onboarding includes informing new hires about company policies, processes, and culture, introducing them to people they should know, and providing them with the tools and technology they need to execute their work.

Retention. An organization’s approach for retaining high-performing staff. 

Compensation and benefits. Includes salary, bonuses, vacation time, retirement plans, insurance, and other benefits that aid in recruiting and retention. CHROs can choose to frequently review their company’s offerings to ensure they remain competitive. CHROs are also responsible for ensuring pay equity. 

Performance management. Developing employees to perform optimally in their current roles. 

Training and development. Helping employees learn new skills so they can stay current and grow in their professions. 

Succession planning. Identifying and developing employees who can step into important roles when they become available.

Employee Experience 

Includes all interactions that employees have with an organization, from the moment they apply for a job until they leave or retire. A positive employee experience is shaped by workers having access to the resources they need to do their jobs well, feeling respected and valued, and obtaining fair compensation and equal treatment. These are all the responsibilities of CHROs.

A CHRO lacking in this aspect results in the inability of a company to retain its staff or even attract prospective employees at all! For example, a dear friend of mine, working as an HR manager once had an experience with a past job where they lost 50% of workers due to the CHRO’s inefficiency to provide a positive employee experience. It was a brutal period for the small company. So, this is an important role for the CHRO.

See Also: How to Deal With Difficult Employees: Expert Strategies for Managing Challenging Team Members

Workplace Culture 

The combination of behaviors, guidelines, and shared values in an organization’s work environment. While every leader is responsible for creating a positive and inviting workplace culture, CHROs manage many aspects that affect it, including the employee experience.

Regulatory Compliance 

Complying with national, local, and industry-specific employment and workplace laws and regulations. Most CHROs, for example, must ensure that their companies adhere to anti-discrimination, minimum wage, employee data privacy, workplace safety, family and medical leave, and other regulations. 

Change Management 

Setting up processes to assist employees in dealing with ever-changing business needs, as well as providing them with the tools they need to effectively manage change. For example, mergers and acquisitions need extensive planning to enable a smooth transition and minimize the adverse impacts on workers.

Human Capital Management (HCM) 

Technology Making strategic decisions in partnership with IT and other business units to choose, implement, manage, and train staff on applications that manage the many functional areas of HR. Selecting the right technology can lead to enhanced business agility and value.

Skills of the Chief HR Officer 

A chief human resources officer’s job entails a great deal of responsibility and HR-related expertise. The following are some of the most common skills for a chief human resources officer:

#1. Leadership 

A chief human resources officer must be able to lead because they are responsible for the whole HR department at their company or organization. They require leadership qualities to motivate, train, and serve as a resource to their junior HR employees. The CHRO ensures that their department can meet its employees’ requirements and rights at every stage of their employment journey, from the initial recruiting until their exit from the organization.

#2. Organization 

The CHRO is responsible for multiple aspects of the human resources department, including managing multiple HR employees, overseeing projects, and developing new HR procedures such as recruiting, hiring, and training. It is important that they be as organized as possible to ensure that all aspects of the HR process are in order. It is also important for them to be organized to keep track of numerous meetings that may occur during their day-to-day operations, which may include executives, HR personnel, or standard employees.

#3. Communication 

Communication is a crucial ability for many occupations, but especially for those who hold the position of chief human resources officer. The CHRO communicates frequently with HR staff, executives, and other employees about essential workplace topics like conflict resolution, hiring, and training procedures. They may also send out company-wide newsletters and memos informing employees of important HR-related updates and procedures, such as benefit changes, work hours, or management restructuring.

#4. Creativity 

A chief human resources officer can use creativity in many aspects of their job, particularly when it comes to planning and conducting company culture-related activities. With their extensive expertise in HR strategies, the CHRO can work closely with other HR staff to provide incentives and team-building activities that increase productivity and business morale. The CHRO can also be creative when giving presentations to employees, incorporating various types of media and activities to make learning about new procedures or regulations more interesting.

#5. Legal knowledge 

The CHRO of a company is often expected to be well-versed in work-related laws and protocols. Most CHROs have at least a master’s degree in human resources, so they are well-versed in the various laws governing workers’ rights, such as enforcing reasonable work hours, mandating breaks, and ensuring that overtime employees are compensated for their efforts. It is common for executives inside a business to meet with CHROs to discuss the legalities and processes required to stay within the law.

How to Become a Chief HR Officer 

Here are some steps you can take to begin your career as a chief human resource officer:

#1. Get a bachelor’s degree. 

The first step toward becoming a chief human resource officer is to pursue and complete a bachelor’s degree. Many CHROs have a strong academic background, which often starts with a four-year degree in human resources or a related discipline, such as social work or business administration. A bachelor’s degree in these fields can take anywhere from three to five years, depending on the program.

#2. Complete an HR internship. 

As I’ve said to several aspiring HR professionals who asked for my advice, the next step in becoming a CHRO or getting any HR position is to complete an internship, either during or after earning your bachelor’s degree. Human resources departments usually employ temps (or temporary employees) in the form of interns to help with more complex HR tasks including onboarding, filing, and scheduling. 

An internship in human resources can help you land a job by providing you with valuable work experience and connecting you to HR professionals. It’s one of the quickest ways into the HR field.

See Also: 14 Entry-Level Human Resources Jobs: All You Need to Know

#3. Get an HR certification. 

Earning proper HR certifications is also an essential step in becoming a chief human resources officer. There are numerous HR certifications to select from, with the most popular being the HRCI (Human Resources Certification Institute) certification program, which allows you to obtain multiple credentials in various areas of HR. 

The following certifications are available: Entry-Level Associate Professional in Human Resources, Professional in Human Resources, and Advanced Senior Professional in Human Resources.

#4. Earn a master’s degree in human resources. 

Due to the extensive responsibilities of a CHRO, it is common for companies to require candidates to have a master’s degree in human resources to be considered for the position. 

There are several master’s programs in human resources available across the country, with many providing virtual schooling options for those who work while pursuing their degree. A standard master’s program in human resources can take anywhere from one to four years depending on the institution and your credentials, with the average being roughly two years.

#5. Work your way up to a CHRO position. 

Once you have completed all of your academic and experience-based certifications, the final step toward becoming a chief human resources officer is to work your way up to a senior HR position. 

After completing a master’s degree, you will be able to get a full-time position as an HR representative at a company or organization, where you can demonstrate your skills and expertise in human resources. 

During this time, it is vital to perform high-quality work to increase your potential of being promoted and eventually qualifying for a position as chief human resources officer.

See Also: 5+ Ways to Build Discipline for a Productive Life

Who Does the Chief Human Resources Officer Supervise?

Here’s a breakdown of the various positions that a chief human resources officer supervises as part of their major responsibilities, especially if they work for a large-scale organization with an extensive HR department: 

• Junior HR staff: These are entry-level employees who do tasks such as scheduling, data entry, and writing job descriptions for recruitment. 

• HR managers: They supervise junior HR employees and play an important role in hiring procedures and other administrative HR duties.

• Training Managers: Training managers are responsible for the strategizing, development, and implementation of training procedures. 

• Benefits managers: They are human resources professionals who are the most knowledgeable about a company’s benefits, such as salary, time off, sick leave, family leave, and 401(k). 

• Legal compliance managers: They are responsible for enforcing workplace legalities such as workers’ rights, reporting, and proper promotion or exit procedures.

The Evolving Role of the CHRO 

The CHRO’s role has grown from mostly administrative to that of a valued advisor and strategic partner to the CEO and other C-suite executives. The COVID-19 pandemic drove CHROs to the forefront, as they were tasked with keeping their companies running while protecting the health and safety of their employees and adhering to changing guidance and industry rules. Hiring freezes and worker shortages necessitated the quick development of programs to upskill workers and find innovative solutions to talent gaps.

In a 2023 survey by consultancy Mercer, CHROs pointed out the following three areas that they wish they had understood more about when they started in their roles: HR data analytics and insights (41%), non-HR areas including finance (40%), and working with the board of directors (39%). When asked how they saw the CHRO’s role changing (multiple responses were permitted), 79% of survey respondents chose “more strategic management in the face of disruption,” 60% chose “increased use of technology and automation,” 54% chose “greater reliance on predictive analytics,” and 41% chose “focus on skill-building across the organization.”

Conclusion

Chief human resources officers (CHROs) have always played an important role in their organization’s success by developing and executing talent management, learning and development, and other HR strategies while cultivating company culture and ensuring compliance with a variety of regulations. Simply put, a CHRO needs a diverse set of skills to succeed. Fortunately, with the skills and steps I have mentioned above, you can start your journey as a Chief Human Resources officer and flourish. I wish you the best!!

FAQs

What Is the Difference between HR and CHRO?

While an HR manager often handles day-to-day HR operations, the CHRO is nevertheless responsible for supervising the work of various HR team members. It is also up to the CHRO to provide them with the strategies, tools, and resources they require to efficiently handle the company’s HR duties.

Is CHRO Higher than the CEO?

A CHRO is a senior executive position, whereas the CEO is the highest-ranking executive in the organization. A CHRO reports directly to the CEO and is regarded as a senior leadership team member.

What Is the Difference between CHRO and CPO?

While the CHRO ensures your organization’s operational stability, the CPO ensures its relevance, attractiveness, and future readiness.

Which Is Higher COO or CPO?

The Chief Operating Officer (COO) is an important figure in an organization’s hierarchy, in charge of monitoring day-to-day operations and ensuring that all systems and processes function properly. This position is often second in command and reports directly to the CEO. On the other hand, the Chief Project Officer (CPO) is a strategic leadership position responsible for monitoring and managing an organization’s project portfolio. The CPO, unlike the COO, is more focused on projects and programs.

Read More

• How to Become an Effective Human Resource Manager in 4 Steps
• HUMAN RESOURCES MANAGER JOBS: Thrive in Human Resources Managerial Roles!
• WHO IS A HUMAN RESOURCE GENERALIST: Skills & Qualities of an HR Generalist

References

• Instituteprojectmanagement.com
• Oracle.com
• Indeed.com