Chief Human Resources Officer: 3 Responsibilities of a CHRO

A chief human resources officer (CHRO) is an executive-level position that oversees human resources management for a business or organization. The CHRO—sometimes referred to as the chief people officer (CPO) or executive vice president of human resources—directs the HR department and carries out HR policies. Some of the HR functions that CHROs oversee include talent acquisition and retention, performance management, and employee engagement. As the chief HR officer, a CHRO also helps to develop the workplace culture and supports business goals and diversity, equity, and inclusion initiatives.

As a leadership role, the CHRO job description includes overseeing the HR directors and HR team carrying out the company’s employee-based initiatives. The CHRO reports directly to members of the top C-suite executive team—often the chief executive officer (CEO) or chief operating officer (COO)—and works to align the HR strategy with the company’s strategic plan and business objectives.

A few of the responsibilities of a CHRO include:

1. 1. Benefits and labor relations management: A CHRO oversees the implementation of HR software to streamline healthcare and retirement programs, government compliance requirements, and employee relations. They explore partnerships to offer employees new benefits such as wellness programs or professional development opportunities.
2. 2. Guides company culture: This role in HR leadership includes helping to define and develop company culture for the workforce, executive leadership team, and other stakeholders. Maintaining employee engagement and productivity through incentives, clearly defined career paths and equitable compensation packages, and a commitment to diversity in hiring practices are core components of this human resources function.
3. 3. Oversees talent recruitment and retention: Talent management is another cornerstone of human capital management and the CHRO role. A CHRO develops and adopts a talent strategy that outlines how to recruit, hire, develop, and retain employees. The talent strategy includes offering equal opportunities to all candidates, employee training initiatives, career development programs, and succession planning, which is a strategy to identify potential leaders when companies change management.

A CHRO must demonstrate competency in human capital management. Three primary qualifications of a CHRO position include:

1. 1. A college or advanced degree: A successful candidate for CHRO typically holds a bachelor’s degree or master’s degree in human resources management or a related field and is a member of professional HR membership groups, such as the Society for Human Resources Management (SHRM).
2. 2. Experience: Prior work as a chief HR executive or a similar supervisory role is also an essential qualification for a potential CHRO; this typically includes a minimum of fifteen years of experience leading HR operations, with five years at the executive level.
3. 3. Leadership skills: An ideal candidate for CHRO possesses strong communication skills, business acumen, and problem-solving capabilities. They also display leadership abilities, including complex decision-making and conflict resolution skills.

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