This site uses cookies to provide you with a more responsive and personalized service. By using this site you agree to our use of cookies. Please read our cookie notice for more information on the cookies we use and how to delete or block them.

Bookmark Email Print this page

CHRO Framework

CHRO Framework

Work Force Strategist
Chief human resources officers (CHROs) should now play a key role in developing and informing an overall work force strategy, and also help the chief executive officer (CEO) and other leaders craft business strategies that make sense in light of global labor trends, available talent and next-generation leadership.

Related Content: Talent Management

Organizational and Performance Conductor
Every company wants to improve the performance of its work force, but finding the appropriate solution can be daunting. Today’s CHRO should help navigate the options – diversity, telecommuting, job-sharing and virtual teams, among others –and act as a change master and organizational structure architect.

Related Content: Heart of Change

Compliance and Governance Regulator
In an era rocked by corporate scandal, CHROs should work directly with the board of directors to address risk management, regulatory compliance, ethics and integrity issues.

 

The CHRO framework focuses on the primary executive roles of the CHRO:

  • Coordinating with the CEO and business unit leaders on people issues — including talent, leadership, change and organization
  • Orchestrating and supporting people-related risk, governance and other matters with the board, its committees and regulatory authorities
  • Leading the HR function and delivering the talent, HR services and programs, and culture to achieve business results

Share this page

Email this Send to LinkedIn Send to Facebook Tweet this More sharing options

Stay connected