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At the executive level Significant years of experience in HR with a strong subject matter expertise in various HR functions, including recruiting, HR/people operations, talent development, employee relations and more HR certification (e.g. SHRM, HRCI, AIHR)What Does a Chief Human Resources Officer Do? | Video: HR UniversityIs Chief Human Resources Officer a Good Career?Becoming a CHRO is a great path for HR professionals whose career goal is to be an executive-level leader. The CHRO role allows a seasoned HR executive to make an impact with an organization using the HR expertise they have acquired throughout their career while also contributing at a strategic level. How Much Does a CHRO Make?The salary and benefits for a chief human resources officer depends on a variety of factors including the size of a company, industry, experience level, location and responsibilities. The overall market salary rate may also change based on economic factors such as inflation. To get a sense of the open chief human resources officer positions and salary ranges in your region, head over to Built In’s salary tool. How Do I Become a CHRO?If your long-term career goal is to become a CHRO, it’s important to identify what qualifications are going to help you based on the type of company or industry in which you would like to work. Below is a general list of relevant backgrounds and skills to keep in mind on your journey to becoming a CHRO. Bachelor’s or Master’s Degree Higher education will help you gain a general understanding of various HR functions and the key role of HR within a company. For those aiming to become a CHRO, it’s particularly helpful to earn a bachelor’s or master’s degree in human resources, labor and employment relations, or in an adjacent field like organizational psychology. Keep in mind

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That degree requirements may vary depending on the company.Executive Leadership ExperienceBeing at the top of the HR career ladder, a CHRO role typically requires senior leadership experience, such as holding a prior vice president or senior vice president role. It’s important for anyone in a CHRO career path to gain experience leading through influence and with emotional intelligence — both in their actions and in their communications. Many Years of Experience in Various HR RolesAs the head of all HR functions, it’s important for those pursuing a CHRO role to gain experience in all functions of HR. A well-rounded expertise and understanding of all HR functions enables a CHRO to design and lead an overall people strategy that aligns with a long-term company strategy.HR certificationsVarious organizations such as SHRM, HRCI and AIHR offer certification programs for HR professionals who are looking to expand or strengthen their HR knowledge and expertise. Depending on the company, these certifications could make a CHRO applicant stand out so it’s important to consider earning an HR certification as you’re mapping out your education and career goals.

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HR consulting services & solutions For businesses to grow, people must thrive Why HR transformation mattersHR transformation taps into the combined power of data, technology and people. It enhances employee experiences and drives business growth by attracting top talent, improving efficiencies and aligning workforce strategies with company goals. 11% possible increase in top-line productivity when activating the growth combination of data, tech and people 89% of CEOs say the CHRO should play a central role in driving long-term profitable growth $10.3 trillion in potential economic value by 2038 if organizations adopt responsible, people-centric approaches to gen AI at scale. How HR is changing HR can no longer be thought of as an administrative role handling tasks like recruitment and payroll processing. HR has evolved into a strategic, value-driven function that is a key enabler for organizational growth and adaptability. What you can do Use insights from data and AI to understand which capabilities are needed most and find and attract the people who have them. 2x High-performing CHROs are more than 2x as likely to invest significantly in skills development for the enterprise — and they recognize that technology is an integral part of that process Unlock your people’s potential by optimizing people-related data, innovating through technology like generative AI and automating strategically. 95% of workers see the value in working with gen AI, and 82% say they already have some understanding of the technology. Adapt your talent strategy at speed and scale to align with business needs and solve systemic challenges. 88% of CEOs say their CHRO should be responsible for a culture of innovation across the enterprise What you’ll achieve Workforce readiness With a skills-driven approach you can access and create the talent you need for the future. By combining people’s skills data with their intentions and desires for the future, we can unlock their potential. People connected to purpose Connect people to your purpose and principles at the global level with local relevance. Drive leadership behaviors and ways of working that embed local perspectives to truly reflect a globally diverse culture. Consumer-grade experiences Make every interaction with. CHRO - Intent to Award Contract Letter (rev. ) CHRO - Request to Execute Contract (rev. ) CHRO - Notification of Contract Award for Municipalities (rev. ) CHRO - Street Paving Limited Exemption (rev. ) Forms and Reports for State Agencies, Quasi-Public Agencies, and Owners. CHRO - Bid Language (rev. 2025

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A chief human resources officer partners closely with other members of the executive leadership team, board of directors and other stakeholders through strategic leadership using their expertise in HR and strong business acumen. Some organizations have titles such as chief people officer or head of people for their CHRO role. This title change has been a part of an ongoing transformation in the HR world. HR teams are moving away from using “human resources” since this terminology seems to dehumanize employees as disposable resources. The more modern approach is for the HR function to serve as a people-centric support system that partners with employees. CHRO Responsibilities Develop HR strategies that support overall business goals. Function as a strategic advisor to the executive team. Provide overall leadership to the company’s HR function. Create a talent and recruiting strategy that supports the company’s current and future talent needs. Foster an inclusive culture aligned to company values and mission.More From This ExpertWhat Is Human Capital Management?What Does a Chief Human Resources Officer Do?Whether with the executive leadership team or in front of the board of directors, CHROs are business leaders who champion employee experience and the overall talent brand. With expertise in various HR functions, a CHRO builds people strategies that align with company growth goals and enables a company to recruit, develop and retain great talent. CHROs lead with influence at the executive level while ensuring employee voices are heard and represented by business leaders. We can see the impact of a CHRO not only in a company’s HR operations, but also in the company culture. Find out who's hiring. See all HR jobs at top tech companies & startups Common CHRO Skills and Qualifications Bachelor’s or master’s degree in human resources or relevant field, like organizational psychology Strong strategic leadership experience

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Family leave requirements across states, compliance is increasingly complex. These legal changes affect not only the administration of compensation and benefits but also the overall employee experience. CHROs must ensure that their organizations remain compliant while maintaining a positive workplace culture.Coaching and Leadership DevelopmentAs CHROs take on broader leadership roles, they often find themselves coaching not only HR team members but also peers on the executive team. Effective coaching skills are essential, enabling CHROs to help leaders find their paths and solutions. This self-discovery process fosters stronger leadership and supports the overall business strategy.Shaping the Future of WorkThe role of the CHRO is evolving rapidly, encompassing a broader range of responsibilities and requiring new skills and strategies. The CHRO has a wide workload and must establish a diverse and current toolbox to meet the varied challenges this role demands. From adopting a business mindset to managing employee well-being and from navigating legal complexities to ensuring the next generation of managers are prepared to take lead, the CHRO role has truly evolved to one of the most complex and rewarding roles in any organization. The CHRO’s role is more critical than ever in shaping the future of work and ensuring that companies thrive in an increasingly complex and dynamic business landscape.Nancy Tostanoski is EVP, Chief Human Resources Officer at OUTFRONT Media.Vivek Arora is Chief Administrative Officer and General Counsel at SAM.

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And integrated data management CHRO dashboards, real-time data and agile HRDifferentiated HRO Value Proposition Deep HR domain experience Time-tested transformation toolkits for accelerated value creation Industry-leading operational excellence Innovation-focused Proficient complexity management for cost-reduction initiatives 25 years of global experience delivering in-scope services Robust HR Center of Excellence with global expertise and best practices to drive operational excellence Multi-technology agnostic HR expertise Robust change management and transition methodologies New-age digital transformation, including RPA, chatbots and AI Plug-and-play technologies to accelerate digitization Integrated HR analytics-driven intelligence AI-led conversational engine On cloud HR platforms, such as career, performance and learning management portals layered with analytics Best practices driven CHRO framework enhancing maturity Co-investment in digital enablement journey Designing the future vision of the Target Operating Model (TOM) Service management framework driven by industry benchmarks and standards Domain expertise in HR reporting/MIS and analytics Innovation rigor to ideate and drive continuous improvement Enable upstream and downstream synergies across HR functions Co-creation labs that trigger digital innovation to solve crucial pain points Effectively manage costs through value-added services Managing geo complexity at the state and country level Global delivery location strategy to enhance customer experience Commercial and contractual flexibility with benefits over the duration of the contractIndustry Awards & Recognitions2022A ‘Major Contender’ in Everest Group’s Peak Matrix Assessment 2022 for Multi-purpose Human Resources Outsourcing2023Named to TIME magazine’s 2023 list of World’s Best CompaniesRead More2022Listed as a Forbes 'World's Best Employer 2022'Read More2023Winner of the ATD BEST Awards, 2023Read More-->2022Winner of Stevie Awards for Employer

The 4 Qualities of a Good CHRO

In the rapidly evolving business landscape, the CHRO role continues to be indispensable for organizational success. According to a recent Accenture survey, 89% of CEOs believe CHROs should have a central role in driving long-term growth, highlighting the increasing recognition of HR’s impact on organizational performance and culture. However, only 45% of those CEOs are creating the conditions to allow CHROs to have an impact.A clearer view of the changing priorities and challenges faced by CHROs will enable other members of the C-suite to collaborate more effectively and leverage HR’s potential to achieve business objectives.Over the past two years, we’ve collected data from 10 heads of the HR or people function and over a dozen of their direct reports responsible for talent, learning and organizational development to identify those priorities.These leaders represent a range of industries, including consumer packaged goods, retail, healthcare, manufacturing, technology, aerospace and defense, and a range of organizations, from private sector multinationals to nonprofits. Despite these differences, several common themes emerged as strategic CHRO priorities based on their experiences.What’s ahead in 2025?: See more HR Executive trends storiesCommon CHRO priorities that will shape HROur goal in sharing these findings is to illuminate the path forward for CHROs and their teams, providing practical guidance to inform strategic decision-making. We aim to foster a deeper appreciation for the transformative power of HR and to encourage a more integrated, data-driven approach to people management that aligns with the overall business strategy.1. Transforming HR through technology and strategic integrationCo-author Mark. CHRO - Intent to Award Contract Letter (rev. ) CHRO - Request to Execute Contract (rev. ) CHRO - Notification of Contract Award for Municipalities (rev. ) CHRO - Street Paving Limited Exemption (rev. ) Forms and Reports for State Agencies, Quasi-Public Agencies, and Owners. CHRO - Bid Language (rev. 2025 CHRO 101 Basics: Role, Responsibilities, and Titles. A CHRO is the executive leader of the HR department and sits on the C-suite with other leaders like the CEO and the CFO. The main responsibilities of a CHRO center around shaping and implementing an organization’s HR strategy and acting as a leader for the HR department. CHRO's Responsibilities

The changing roles and responsibilities of a CHRO

In recent years, the role of the Chief Human Resources Officer (CHRO) has undergone a profound transformation. No longer confined to traditional HR functions, CHROs are now pivotal players in shaping organizational and business strategy, driving change, and fostering a culture that promotes employee well-being and inclusion. This evolution requires a new set of skills and strategies to address the myriad challenges facing today’s businesses.The New Business Mindset for CHROsThe necessity of having a business-oriented mindset is a significant shift in the CHRO role. CHROs must now speak the “language” of the business and understand and articulate what drives the organization forward. It’s important to focus on key metrics that matter to the board, shareholders, employees, and customers and aligning people strategies with the over strategic plan of the organization. It’s no longer good enough to manage traditional HR functions—CHROs must now drive talent acquisition and development to support a digitally-focused future. Building and upskilling talent is crucial in this rapidly changing environment.CHROs must be fully aligned with the board and C-suite departments to build a strategic plan that includes people as a key component to organizational success. Every HR initiative should support the overall business strategy, whether it’s digital transformation, talent development, or compensation structures. CHROs must view themselves as business leaders first, with HR being one aspect of their broader leadership role. Navigating Hybrid Work EnvironmentsOne of the biggest challenges for CHROs today is managing hybrid work environments. The COVID-19 pandemic has mandated a new way of thinking about workplace culture, talent development, workplace flexibility, and mindset. Creating productive, comfortable, and safe office environments that employees want to work in is a top priority for many organizations. This includes not only the physical workspace but also fostering interactions that help develop new skills and build stronger teams.For companies with distributed workforces, like those operating across multiple markets, balancing flexibility with productivity and engagement is critical. A CHRO must view the new workplace with a new outlook. Strategies include in-person training on specific days, hosting lunches and speaker events in the office, and using office space for client interactions. These efforts help maintain a cohesive culture while accommodating employees’ desires for flexible work arrangements.Leveraging TechnologyAnother pressing challenge is integrating new technology, particularly artificial intelligence (AI), into HR functions. AI offers promising applications in areas like writing job descriptions, recruiting, and training; but it also requires careful management to avoid

Becoming a more strategic CHRO

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CHRO Report: Solutions for the Workforce of Tomorrow

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