A CHRO, or Chief Human Resources Officer, leads the HR function in an organization. They oversee areas like talent acquisition, employee development, compensation and benefits, workforce planning and more.
CHROs have a strategic role in aligning HR initiatives with business goals. They advise the leadership team on key issues related to the organization's human capital.
Becoming a CHRO requires education, skills, and a strategic mindset. Many succeed after years of experience in HR roles with increasing levels of responsibility.
If you aspire to be a CHRO, here’s what you need to know.
As the leader of the HR function, a CHRO has a broad range of responsibilities. These include:
CHROs also get involved in organizational initiatives beyond HR. This can include mergers and acquisitions, technology transformations, restructuring, and crisis management.
The role requires an enterprise-wide perspective and a focus on impacting business performance through people strategies.
Many future CHROs begin by getting a bachelor’s degree relevant to business administration or HR. Subjects like psychology, sociology, or political science also provide useful foundations.
Some common undergraduate majors for those pursuing this career path include:
An increasing number of CHRO roles now expect or prefer candidates to have a master's degree. Relevant programs can help enhance leadership capabilities while expanding HR knowledge.
These include degrees such as:
Some obtain additional qualifications like SPHR or GPHR certification. Graduate degrees combined with an HR certification and work experience can open up opportunities to become a Chief Human Resources Officer.
In addition to formal credentials, aspiring CHROs require a diverse range of professional skills and personal qualities.
This allows them to manage complexity while demonstrating strategic leadership. Key competencies include:
Having strong business acumen is essential for a CHRO to be able to align human resources strategy with overall business objectives. Specifically, CHROs need knowledge and understanding of key areas such as:
Having business acumen empowers CHROs to have strategic input on business decisions based on human capital opportunities and risks. It also helps them "speak the language" and earn credibility with other executives.
CHROs frequently deal with complex, multifaceted problems related to people and work, such as restructuring, M&A integrations, crisis response, etc. Successfully navigating these situations requires strong critical thinking abilities including:
In summary, seasoned judgment, problem solving, and decision-making capabilities enable CHROs to handle ambiguous, emotionally charged issues with clarity and wisdom.
Workforce analytics has become an indispensable tool for strategic human resources management in areas like recruitment, engagement, capability development, and more. CHROs must cultivate data literacy skills to:
Fluency in interpreting data allows CHROs to pivot strategies based on evidence rather than assumptions or intuition. It empowers data-driven decision making in HR based on statistical analysis rather than just anecdotes. Ultimately workforce analytics enables the CHRO to demonstrate HR’s tangible impact on key performance indicators.
With responsibilities spanning executive coaching, team leadership, change management and more, exemplary communication skills are non-negotiable for the modern CHRO. Specifically, they must communicate in a way that:
Masterful communicators thrive in the ambiguity of guiding institutional evolution. They also earn endorsement across the organization to actualize disruptive people-centric agendas.
While CHROs shape organizational culture strategically, tactical application happens through frontline leadership. As head of HR, the CHRO must model best practice people leadership through:
These applied skills allow CHROs to get the best from their HR departments. They also give them credibility in coaching other leaders on leading high performing teams.
The accelerated pace of technological innovation and societal transformation requires HR to continually evolve its practices. CHROs who cultivate an innovative mindset are able to future-proof their function by:
Pioneering CHROs shape the function’s identity as a dynamic capability with immense strategic potential. Their appetite to experiment, learn and scale new ideas also allows HR to model the agility required to thrive amidst ambiguity.
As much as analysis is crucial in HR strategy, timely execution and continuous momentum are equally vital. Decisiveness coupled with considered risk-taking enables CHROs to lead change by:
This entrepreneurial tempo allows the CHRO to activate institutional evolution despite inertia at scale. It also unlocks potential business value through transforming people's initiatives into tangible outcomes.
For those new to leadership roles, exploring general management and leadership training can help strengthen these competencies.
Most who reach the CHRO level gain extensive experience in HR and take on roles with increasing responsibility before assuming the top job.
A typical career path can progress across these types of positions over 10 to 15 years:
HR Associate/Generalist – Entry-level rotational roles expose upcoming HR professionals to different specializations.
HR Specialist/Analyst - Getting hands-on experience administering HR processes within a specific function like compensation, recruitment or learning.
HR Business Partner - Acting as an in-house consultant to an assigned group, applying HR expertise to solve people issues.
HR Manager - Leading an HR team and managing programs like employee relations, talent development or total rewards.
Senior HR Manager/Director – Heading up all HR activity for a particular region, business unit or workforce segment.
VP or SVP of Human Resources - Overseeing all HR operations at an enterprise level alongside business strategy leaders and peer VPs.
CHRO – Being selected for the top HR leadership role, creating purpose and culture while enabling organizational capability.
This path allows aspiring CHROs to develop extensive experience in applying various aspects of human resources management.
It’s also possible to switch into HR leadership roles from non-traditional backgrounds. People management skills gained in fields like consulting, teaching, the military or running a small business can also prepare someone for Chief HR Officer positions.
Ongoing professional development across business leadership, strategy, and HR topics can accelerate readiness for higher levels or alternative paths to the top HR role.
According to Payscale, average salaries for CHROs in the United States range from $130,000 to $242,000. The typical number falls around $155,711 per year.
Those working in major metropolitan hubs and larger corporations tend to sit at the higher end.
As human capital gains more strategic importance, demand and compensation for highly skilled HR leaders continues rising. One survey showed 39% of companies planned to add a CHRO to their executive team.
Driven by factors like digital transformation, evolving worker expectations, diversity aims and skill gaps, people priorities occupy more bandwidth in the C-suite. Developing strengths across HR knowledge, business acumen, data literacy and leadership can position one to seize this opportunity.
Transitioning into a Chief Human Resources Officer role marks a major milestone for HR professionals. The path often begins by gaining broad hands-on experience coupled with focused skill-building.
From recruiting specialists all the way up to executive HR business partners, a rung-by-rung climb builds multifaceted competencies. Meanwhile, graduate studies and certifications add credibility and perspective.
As technology, analytics and people-centered practices redefine the world of work, sharp and empathic leaders will be needed. Could you be the next CHRO to guide an organization’s culture and drive strategic talent initiatives? With some deliberate planning and effort, it may be within closer reach than you think.
This website uses cookies to enhance website functionalities and improve your online experience. By browsing this website, you agree to the use of cookies as outlined in our privacy policy .
