What is human resources?

Before examining the job responsibilities of chief HR officers, it’s important to understand what human resources are. The overarching goal of any HR department is to manage the people working for a company. This may involve:

• Resolving conflicts
• Fostering a positive work environment
• Administering benefits
• Implementing business policies
• Performing administrative tasks

Within a human resources department is a collection of team members—each one plays a different HR-related role. For instance, some individuals recruit employees, while others develop workplace benefits.

What is a chief human resources officer?

Chief human resources officers are part of HR leadership teams. Typically, they oversee HR departments, develop regulations for HR staff and ensure each team member is doing their job. They also might collaborate with chief executive officers (CEOs) to develop business strategies. Ultimately, a high-quality CHRO should balance both employee needs and company interests.

What qualifications are needed to be a CHRO?

Experience and a track record of success are keys to qualifying for the position. However, candidates with a bachelor’s degree from an accredited university or a master’s degree, preferably in human resources or a similar field, may find it easier to qualify for a CHRO position. Along with academic experience, CHROs should demonstrate:

• Communication skills
• Writing abilities
• Leadership abilities
• Organizational skills
• Problem-solving capabilities

Additionally, a CHRO should have around 10 to 15 years of experience in human resources, including experience working in HR management.

What do CHROs do?

In their role as the leader of a company’s HR department, chief HR officers typically have the following responsibilities:

1) Talent acquisition

One major responsibility of CHROs is talent acquisition. This involves finding skilled, passionate individuals whose values and work ethic align with the company’s. It’s important to note that talent acquisition is different from recruitment.

During recruitment, employers seek new hires when there’s a need. Conversely, talent acquisition is an ongoing process that involves the following steps:

• Finding talent : To discover potential employees, CHROs will develop hiring strategies, outline job requirements and direct their team to publish job postings. Then, they’ll evaluate and narrow down the candidates.
• Hiring: After choosing their preferred applicants, the CHRO will schedule interviews. They may hold the interview, or ask someone else to do it and take notes. If the candidate has a good interview, the CHRO will usually check references before officially hiring them.
• Onboarding: CHROs are responsible for making new hires feel comfortable and prepared. In addition to welcoming staff, they may create training programs to help new employees assimilate.

To successfully acquire talent , chief HR officers must understand what the company needs. For instance, CHROs working for financial firms may seek candidates with strong accounting abilities. Meanwhile, a CHRO at a marketing agency might focus on candidates with interpersonal skills.

2) Business strategizing

A CHRO should be able to develop business strategies. To accomplish this, they must have a deep understanding of the company they work for, as well as its ambitions. Then, they’ll collaborate with CEOs and managers to develop strategies and implement them among employees.

When hiring a CHRO, most companies look for someone with extensive knowledge of the field. For example, if a law firm is hiring for its HR department, they’ll likely seek a CHRO who has legal knowledge and can effectively communicate with CEOs or managing partners. However, legal expertise may not be required for other HR positions, such as recruitment and administration jobs.

3) Finding digital solutions

Part of the chief human resources officer position is discovering innovative solutions that make the workplace more efficient. More specifically, a CHRO can identify and implement helpful technology. Here are a few examples:

• Data storage technology (i.e., the Cloud)
• Cybersecurity mechanisms (i.e., firewalls and multifactor authentication)
• Virtual assistants (i.e., Alexa)
• Messaging systems (i.e., Slack)

From enhancing security to encouraging production, there are several advantages to employing technology in work settings. Therefore, it’s important that CHROs understand digital solutions and how to effectively adapt them in the workplace .

4) Implementing wellness initiatives

Like CEOs and managers, CHROs are motivated to make businesses succeed. However, like HR staff, they also want to look out for the well-being of employees. Ultimately, they should balance encouraging productivity and ensuring the physical and mental wellness of employees.

One way CHROs can boost employee health and optimism is by implementing wellness initiatives, or challenges, that reward workers for meeting goals. Here are some popular ideas:

• Steps competition: In this challenge, employees are given pedometers and encouraged to record their steps. To reward them, the CHRO might offer extra days off or a bonus to the person with the most steps. They might even split employees into teams and turn it into a competition.
• Smoking challenge: If an office has several employees who smoke, the CHRO may motivate them to quit through a rewards program. This involves setting up milestones (such as one month, three months and six months), then giving prizes at every milestone to those who’ve abstained from smoking.
• Hydration encouragement: When working in office settings, it’s common for employees to forget about daily needs such as hydration. In this challenge, employees track their water consumption and are rewarded for meeting goals.

When implemented properly, wellness initiatives can benefit both employees and the company itself. These challenges can encourage morale, reduce stress and foster connections. In turn, this can make employees more productive and more enthusiastic about work.

5) Helping employees improve

Nowadays, most businesses look for well-rounded candidates with a diverse set of skills. For example, while financial firms might prioritize an applicant with statistical knowledge, they still want employees to have good communication, organizational and writing skills.

CHROs will usually try to find and hire qualified candidates during the talent acquisition process. However, there’s always room for growth, and it’s up to chief human resources officers to encourage employees to strengthen their current skills and develop new ones. This process, called “upskilling,” can help boost productivity and make workers thrive. Here are a few ways CHROs might upskill employees:

• Create small projects: When teaching a new skill, it’s important to start small. For instance, say a CHRO wants an employee to develop their organizational skills. They might ask them to arrange a filing cabinet, then transition to more complex projects.
• Arrange mentors: A great way to build skills is to learn directly from a more experienced worker. CHROs often connect new hires with mentors who can provide advice.
• Offer incentives: While upskilling is usually done at work, employees can always foster abilities during their free time. To encourage this, a CHRO might offer rewards, such as promotions, to employees who demonstrate growth.

CHROs should also work on self-improvement in addition to enhancing employees’ skills. The more qualified the CHRO is, the easier it will be to assist employees in improving and achieving the organization’s goals.