“HR is having its moment. From compliance and administration to strategy and transformation, the role of the Chief Human Resource Officer continues to expand in scope and rise in profile and impact, and CHROs themselves continue to adapt. All CHROs are different today. Some CHROs work with startups and innovative entities that attach a strategic business orientation to the human resources function from the outset. Others work in sectors that look at human resources through a more traditional, personnel management and administration lens. All are adapting to the changing landscape of business and the new drivers of human engagement and performance.”
I recently read this article published by AESC titled “The Evolution of the CHRO”. It speaks about the role of the CHRO today and then goes on to cover features of the CHRO as well.
First let’s focus on HR as a whole. In my opinion, HR today has become a more independent entity than it was previously. HR decides on its own priorities, develops its own agendas, has a voice at the executive table, and does far more than simply making recommendations for processes, solutions, and approaches. Some of the other new responsibilities of HR include decision-making in the area of ethics, such as deciding yes or no to installing software tracking remote workers, as well as executing the actual screening of candidates and staffing of employees.
Also, in today’s world where many companies suffer from a lack of skilled and qualified professionals and having a hard time finding and securing new talent, HR teams have become a sought-after resource when it comes to improving the current employees’ ability to perform better, remain in the company, and contribute effectively.
In our day-to-day business, we see HR representatives working harder to convince candidates to join the company, as well as promoting their company’s efforts on employee wellness, benefit schemes, and health and safety measures – that is all part of the long-lasting effects of the pandemic.
The pandemic and its aftermath, the growing need for transparency and progress in digital transformation are only a few of the reasons that HR has taken on new responsibilities.
The article covers several other factors that have transformed the function and purpose of the CHRO profoundly:
- A seat at the table
Finding, retaining, developing and deploying human talent is central to business success. - Digital Transformation
For a business to digitally transform it needs digitally capable people, which is why the engine of transformation is HR. - HR Analytics
Today’s CHRO can leverage data and analytics to lead change with an evidence-based approach. - Digital Employee Experience
A natural by-product of digital transformation is the evolution of how employees engage with HR. - Wellness Reimagined
Particularly for next gen talent, “Well-being and mental health have come to the forefront—with urgency.” - Ethics Officer
This can include auditing screening algorithms for bias, protecting employee privacy, and meeting demands for transparency in the nature of various tools and how they are used in HR decision-making.
More specifically, the article highlights the six key competencies of a great CHRO candidate; adaptability, proven DEI success, stakeholder influence, multidimensional, global and digital.
You can read the original article here.
Gerhard Michael Eckert 