Role

Chief Human Resources Officer (CHRO)

Attract, retain and develop people who are a great fit for the organization. Cultivate a great employee experience.

Test yourself Copy to your organization

Responsibilities contained in this role:

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Employee experience

Offboarding

Onboarding

People development

Develop and oversee a talent and training strategy

One of the CHRO's chief tasks is to design and carry out a talent strategy that encompasses recruiting, hiring, developing and retaining employees.

That strategic planning process includes HR disciplines such as talent acquisition and management, succession planning and employee training using learning management systems.

The CHRO should have a strong understanding of the difference between good and great talent, and be able to foster a self-renewing stream of leaders. In this part of their job, CHROs in larger enterprises often lead initiatives related to the selection and use of talent management software.

Have leaders reflect on their leadership awareness and abilities

Being a leader is demanding, and finding the time to reflect and develop oneself can be challenging. If the accountability and transparency of such reflection is non-existent, the probability of it happening diminshes even further.

To help leaders build awareness of the skills, behaviours and priorities required of them (and how well they master those expectations) you should provide leaders with tools for reflection, reflection logging and reflection transparency.

This might include surveys, assessments, role descriptions, skillset descritions and other relevant resources where the leader can evaluate and write down their thoughts on their own ability to adhere to best practices.

For a collection of such resources, check out the leadership support category.

Recruiting

Talent retention

Termination


Skillsets

Hiring

Recruitment Scaling up Hiring

Termination

Termination

Talent development basics

People development Organizational development

Surveys

Employee experience Organizational clarity Organizational development Organizational health Onboarding Startup Alignment and friction prevention Leadership support and enablement Role clarity Leadership development

Organizational health Organizational development Onboarding Employee experience Leadership support and enablement Management Leadership development

Role autonomy Onboarding Team autonomy and enablement Organizational health Role clarity

Employee experience Organizational clarity Organizational development Organizational health Startup Alignment and friction prevention Leadership support and enablement Leadership development

Management Startup Leadership support and enablement Leadership development

Organizational development Onboarding Organizational health Leadership support and enablement Employee experience Leadership development

Employee experience Alignment and friction prevention Organizational health Organizational development

Employee experience Organizational development Organizational health Startup Leadership support and enablement Alignment and friction prevention Management Leadership development

Employee experience Organizational health Leadership support and enablement Management Leadership development

Health checks

Leadership support and enablement Leadership development Employee experience

Organizational development Organizational health