Understanding the Path to CHRO

HR has evolved from an administrative function to a consultative discipline where its leaders now play a crucial role in shaping business strategy.

In today’s rapidly evolving business climate, HR has become more important than ever. HR has evolved from an administrative compliance role to a consultative design function due to skills and labor shortages, hybrid work, AI advancements, workforce diversity across five generations, globalization, and industry transformation.

This change has altered the role of the HR leader. Commonly referred to as CHRO (chief HR officer), CPO (chief people officer), or SVP/EVP HR, this position has become a vital part of the C-suite, addressing key business, labor market, regulatory, and technology issues. Generally, the CHRO is the most senior HR leader in the organization.

In collaboration with The Josh Bersin Company, this report is the first in their CHRO Insights™ series and leverages job and career data provided by SeekOut from 500 senior HR leaders. It examines the evolving role of the CHRO, career pathways, educational backgrounds, and key factors contributing to success in this critical leadership position.

As CEOs, CHROs, and aspiring CHROs think about how to put these insights into practice, consider the following next steps.

• Define what the company needs. CHRO profiles, experiences, and education come in many shapes and forms, and it’s important to be clear about what the company needs at this moment in time. One size doesn’t fit all.

• Prioritize CHRO development. As more than 70% of CHROs are hired from the outside, it’s important to develop HR leadership capabilities from within, building the next generation of CHROs.

• Support C-suite and board. C-suite and board relationships are critical to CHRO success, so HR leaders need to develop strong relationships across the entire executive team to jumpstart success.

• Fill in the blanks. Knowing which majors, HR domains, and business experiences most relate to success is one thing. Rather than look for a candidate who checks all the boxes, think about where to supplement with intentional team support, education, exposure, experiences, and the right environment.

• Never stop refining. As organizations change, so do the success profiles of HR leaders. Continuously refine the criteria for success and help the CHRO become the best for the company today and tomorrow.

Key takeaways include:

• CHROs must go beyond HR to influence business strategy.

• Companies should develop HR leaders with cross-functional and strategic skills.

• HR should be a core part of business decisions.

Download today to access a data-driven framework for developing future CHROs.