The chief human resources officer (CHRO) is one of the most important employees in any company, but rarely receives the attention that the CEO, COO, or CFO receives. The object of any business is to make money by doing whatever the business does well, so it does make sense that the person heading up the finance department (CFO), the person heading up operations (COO), and of course the person in charge of final decision making (CEO) would receive attention and work together.
However, the CHRO is in charge of the people, the heart of the business. Today’s CHRO must be proactive and play a more integrated role in the other core business imperatives to stay relevant and add value to the organization. This is evidenced by the turnover in the role and the number of marketing, finance, and operations executives moving into the role.
The modern CHRO must adapt to the role changes that have been catalyzed by changes in technology, recruitment, and the overall way that businesses function in this era.
A Unified Front is Necessary
In order for everything that a CHRO does to be effective in the grand scheme of things, a united front is necessary. The mission must remain the same between departments and each department must have a comprehensive idea of their role in achieving that mission. Department heads must also have a pretty good understanding of how each piece fits into the puzzle, affecting one another and the mission.
Additionally, the CHRO must present the mission to the employees throughout the organization and garner engagement and commitment. It’s important to do research in order to figure out how to motivate each specific role and really drive their productivity towards the main mission.
Recruitment Must Be Prioritized
Talent is crucial to any organization. Recruitment is now candidate-centric, so every CHRO should know about sourcing, seeking passive candidates, and streamlining hiring team tactics to reduce time-to-hire. A CHRO should also have more specific ideas that relate to the company or location, however, such as when hiring needs are greatest and whether the organization will have to seek remote employees because of a lack of talent in the area.
Silence Is Not Golden
To be effective, a CHRO must be vocal about what the employees need and what the hiring team needs to operate optimally. If top management is talking about opening a new location or expanding into a field that doesn’t seem feasible or profitable with the current structure and resources, the CHRO must speak up.
Numbers and Analytics Count
Being able to review the reports and numbers to spot trends and make predictions is an increasingly necessary skill for a CHRO. Not only must the CHRO be able to understand the story that the numbers tell, he or she must also be able to figure out how to use that information to generate better results.
Time Management is Key
The CHRO has a number of important tasks, so time management is critical. It’s easy for the CHRO to get bogged down with administrative tasks and then to get overwhelmed with the other issues that must be addressed. Using resources like HR software to automate administrative tasks, delegating tasks to human resources professionals, and prioritizing can help.