CHRO is relatively a new position in the C-suite, but it surely is an essential one and to tell the truth, this role is expanding by the minute. With talent becoming the topmost priority of business leaders, it is only obvious for that the role of a chief human resources officer has a wide scope of becoming greater than it already is.
Nowadays, they are not only expected to manage and upgrade the human capital of a company, but are needed to give their full support to the overall direction of the business by syncing processes like recruitment, talent as well as performance management, compensation, training and development and succession to the comprehensive goals of the organization.
Over and above, they are required to broaden the horizons of their learning to adapt to the altering picture of human capital management along with workforce planning while guiding their department towards the digitization of procedures.
The Evolving Role of the CHRO
There has been a change in how organizations function in the present aggressive competitive market. Companies nowadays are forward-looking and highly ambitious which is developing the CHRO role to be critical on as they act as a guiding light for leading the executives and leadership and shareholders towards a better future of the company. They take a major part in bringing success to the business by actively participating in the strategy formulating process.
It is needless to say that CHROs play a prime role in the daily operations of the Human Resources department. From building a robust employer brand to attracting top talent to creating solid workforce models, there is an enormous bunch of staff related responsibilities in the broad kitty of CHROs. But as might be expected, they wear many hats to address different critical functions.
Evolution is an inevitable part of everything and organizations cannot run away of from this truth. It is high time that the conventional models are transformed to be more agile. Hence, CHROs are constantly trying to contrive models that can help organizations in anticipating their talent needs and make several arrangements to accomplish these objectives.
So basically, these HR leaders are now handling the predominant duty of breaking down the current functional storehouses and restructure traditional blueprints in the pursuance of creating brand new structures that are nimble and strong at the same time.