What Does a Head of Human Resources or CHRO Do?
The Chief Human Resources Officer (CHRO) ranks among the fastest-growing C-suite roles. As companies deal with a flurry of technological advancements, fierce talent competition, and changing workforce dynamics, the position of the head of human resources has become super-critical.
Looking to learn more about the strategic influence of this HR leadership position? This post answers questions about the competencies required for this role, the career journey, and what a head of human resources or CHRO does.
Qualifications and Skills Needed For the Role of the Head of Human Resources
The Head of Human Resources or Chief Human Resources Officer requires certain academic qualifications and competencies.
A CHRO must have a solid educational background in HR. A minimum requirement is a bachelor’s degree in human resource management, organizational psychology, business administration, or a related field.
A master’s degree in HR management or an MBA isn’t a strict necessity. However, it’s preferred because it combines advanced topics to build specialized knowledge, enhance business acumen, and prepare the individual for cross-functional leadership. Other highly valued certifications, such as Senior Professional in Human Resources (SPHR) and Society for Human Resource Management-Senior Certified Professional (SHRM-SCP), can also reflect their mastery of complex HR functions.
Beyond academic qualifications, certain skills are vital for a head of human resources to thrive. The role requires strategic HR planning and organizational development; these skills help align HR initiatives with business goals and support cultural transformation and overall workforce optimization. A CHRO should also excel at analytics and data interpretation to make data-driven decisions in areas like engagement, retention, and performance.
Other hard skills include proficiency in HR Information Systems to streamline HR processes and boost reporting efficiency and data accuracy.
Soft skills are important for the position of head of human resources. Being a leadership role, emotional intelligence is necessary for building trust, resolving internal conflict, and strengthening team dynamics. A CHRO should have impeccable communication and collaboration skills; this will drive clear, compassionate messaging and foster inter-departmental synergy to achieve organizational goals.
What’s more, adaptability and resilience are crucial for fast-paced environments and ensuring the HR team is agile during major organizational shifts.
The Traditional Career Path to Becoming a CHRO or Head of Human Resources
The journey to becoming a chief human resources officer typically involves progressing through different HR functions and roles. HR is made up of many specialized areas; rotating through various functions ensures that they develop a well-rounded understanding of how the various parts fit together. Also, each step up the ladder sharpens their leadership capabilities and perspective on every policy and program.
Normally, the career path commences with an entry-level HR role. This could be that of an HR assistant or coordinator, and it involves handling administrative tasks such as record-keeping, recruitment support, and the onboarding of new hires. Another entry-level role is that of a talent acquisition specialist or recruiter, which provides strong experience in hiring practices.
The next port of call is the mid-level HR roles. At this level, the person could be an HR generalist or manager, handling multiple HR functions or overseeing an HR team and handling more complex tasks.
Afterwards, the individual can progress to a senior HR position such as the Director of Human Resources. At this level, they have to align HR strategies with overall company goals and report to the head of human resources. It’s worth mentioning that in some cases, depending on the organization’s size, the director of human resources is the same as the CHRO.
Beyond this position of the Director of Human Resources is the role of the CHRO or Head of Human Resources, an executive-level position where they will report directly to the CEO and interact closely with the board of directors.
Job Description and Responsibilities of a Chief Human Resources Officer
Here’s what the role of a Head of Human Resources involves.
1. Strategic Leadership
A Head of Human Resources must tie HR functions to the overall mission and objectives of the company. So, they must have a firm understanding of the business model, market environment, and internal capacity. By discussing growth, risk, innovation, and governance with the C-suite, they help shape the company’s strategy, ensuring that human resources proactively powers transformation.
2. Facilitating Employee Engagement
The CHRO is also saddled with the responsibility of boosting the emotional investment and commitment of the organization’s workforce. Employees thrive in a healthy work environment; as the culture architect, the CHRO must work with the executive team to define core values of the organization. They must also lead initiatives that promote trust and psychological safety in the workplace.
3. Talent Acquisition and Management
A Head of Human Resources has to craft a plan to cater to the organization’s long-term human capital needs. This means developing a robust recruitment strategy, improving the employer brand, and elevating the candidate experience. A CHRO needs to analyze the current workforce capability through skills gap analyses and ensure that the workforce is well-equipped through reskilling and upskilling programs.
4. Operational Management
Overseeing the day-to-day HR functions that keep the company moving is part of the CHRO’s responsibilities. This includes attendance tracking, compliance, employee relations management, records maintenance, and much more. The CHRO must also ensure that the company is equipped with the right tools to manage its human capital and deal with all vital processes.
5. Compensation Arrangement
Designing the compensation strategy is a central duty of the Head of Human Resources. They have to align compensation packages and incentive programs with industry standards and business goals. The CHRO also has to ensure that the pay structure is equitable and updated regularly to reflect changes.
Organizations that are determined to hold their place in their respective industries must recognize that HR leaders should have a place in the boardroom. Recognizing what a CHRO does is the way forward.