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Chief People Officer (CHRO)

The Chief Human Resources Officer, CHRO for short, is the HR and culture leader of an organization. They are a member of the executive team within the company and are also known as Chief People Officer (CPO), Chief of Talent or Culture, or VP of HR
HR Role family: Solution architect
Salary range: $145,000 - 177,000Gross salary range estimation based on US salary benchmark data collected in 2022
Work experience: 12+ yearsAverage minimum year of (relevant) work experience required for this role.

Key Responsibilities

Develop and implement an effective HR strategy that aligns with the organization's goals and objectives, while supporting the overall vision and mission of the organization.
Partner with senior leaders to develop and execute workforce planning and talent acquisition strategies to ensure the organization has the right talent in the right roles at the right time.
Champions an organizational culture that is inclusive and diverse to create a workplace where every employee feels welcomed, valued, and respected
Ensure effective management of HR systems, technology, and data analytics to support the business needs of the organization.

Skills & Competencies

Builds Trust
Business Advisory/Partnering/Generalist
Champions Ethics and Mitigates Risk
Co-creates Strategy
DEIB, Employee Experience and Culture
Develops and Coaches
Driven Results
Employee Health
Employee Relations and Labour
Engages People
HR Operations and Administration
Inspire and Motivates
Interprets context
L&D/Leadership Development
Leads with empathy
Manages Conflict
Organizational Development and Design
Safety and Wellbeing
Set direction
Solves Problems
Talent and Performance Management

Career paths

Path 1
Path 2
Path 3
Chief People Officer (CHRO)
HR Director
Chief People Officer (CHRO)
Chief Learning Officer
Chief People Officer (CHRO)
Chief Diversity Officer

Training programs

Certificate Program

Organizational Development

Intermediate | 31 hours

Gain the skills and expertise to help your organization thrive, now and in the future.

Certificate Program

Diversity, Equity, Inclusion & Belonging

Intermediate | 32 hours

Transform your organization into a diverse and inclusive place to work.

More details & resources

Job Description Template: Chief People Officer (CHRO)

The Chief People Officer is responsible for leading the human resources function of the organization, creating and implementing HR strategies that support the organization's goals and objectives, and fostering a culture of excellence, inclusiveness, and innovation across the organization.

Key Responsibilities:

  • Develop and implement an effective HR strategy that aligns with the organization's goals and objectives, while supporting the overall vision and mission of the organization.
  • Lead the HR team in developing and implementing best practices, policies, and procedures to support the organization's talent management, employee relations, and other HR functions.
  • Oversee the design and execution of a comprehensive employee engagement program, including employee recognition and rewards, and development initiatives.
  • Develop and implement programs and initiatives to foster a diverse, inclusive, and respectful workplace culture.
  • Lead the development of performance management systems that drive performance, engagement, and career development for employees.
  • Ensure compliance with all legal requirements and regulations related to HR and employee relations.
  • Develop and manage HR budgets, forecasting, and reporting, ensuring efficient and effective use of resources.
  • Partner with senior leaders to develop and execute workforce planning and talent acquisition strategies to ensure the organization has the right talent in the right roles at the right time.
  • Ensure effective management of HR systems, technology, and data analytics to support the business needs of the organization.

Qualifications and Experience:

  • Bachelor's degree in human resources, business administration, or a related field. Master's degree preferred.
  • Minimum of 15 years of experience in human resources leadership roles, including at least 5 years in a senior executive position.
  • Strong business acumen, strategic thinking, and problem-solving skills.
  • Excellent interpersonal, communication, and relationship-building skills, with a track record of building and leading successful HR teams.
  • Proven ability to design and implement innovative HR programs and initiatives that drive employee engagement, performance, and retention.
  • Demonstrated experience in creating and executing HR strategies that align with organizational goals and objectives.
  • Excellent knowledge of HR policies, procedures, and best practices, including employment laws and regulations.
  • Strong analytical and financial acumen, with experience in developing and managing HR budgets.
  • Proven ability to partner with senior leaders and drive workforce planning and talent acquisition initiatives.
  • Experience in leading HR technology implementations and data analytics initiatives.

Detailed Responsibilities & Tasks

  • Develop and implement an effective HR strategy that aligns with the organization's goals and objectives, while supporting the overall vision and mission of the organization.
  • Lead the HR team in developing and implementing best practices, policies, and procedures to support the organization's talent management, employee relations, and other HR functions.
  • Oversee the design and execution of a comprehensive employee engagement program, including employee recognition and rewards, and development initiatives.
  • Develop and implement programs and initiatives to foster a diverse, inclusive, and respectful workplace culture.
  • Lead the development of performance management systems that drive performance, engagement, and career development for employees.
  • Ensure compliance with all legal requirements and regulations related to HR and employee relations.
  • Develop and manage HR budgets, forecasting, and reporting, ensuring efficient and effective use of resources.
  • Partner with senior leaders to develop and execute workforce planning and talent acquisition strategies to ensure the organization has the right talent in the right roles at the right time.
  • Ensure effective management of HR systems, technology, and data analytics to support the business needs of the organization.

Detailed Skills Description

  • Strategic thinking: The ability to think critically and develop long-term plans that align with the organization's goals and vision.
  • Leadership: The ability to inspire and motivate teams to achieve their best and to drive change within the organization.
  • Talent management: The ability to attract, develop, and retain the best talent, including the ability to identify skills gaps and develop strategies to address them.
  • Organizational design: The ability to design and structure the organization to optimize performance and achieve business objectives.
  • Communication: Excellent communication skills, including the ability to articulate complex ideas to both technical and non-technical audiences.
  • Change management: The ability to lead and manage change initiatives and to drive adoption of new processes and systems.
  • HR expertise: Deep knowledge of HR processes and practices, including compensation and benefits, performance management, and employee relations.
  • Business acumen: Strong understanding of the business environment, including industry trends, financial metrics, and the competitive landscape.
  • Analytical skills: Ability to analyze and interpret data, and use this information to drive decision-making and business strategy.
  • Cultural sensitivity: A strong understanding of diversity and inclusion, and the ability to create a culture of respect and inclusion within the organization.

KPIs for this role

  • Human Resource Strategy: Developing and implementing a comprehensive HR strategy aligned with the overall organizational goals.
  • Talent Acquisition and Management: Overseeing the development and execution of talent acquisition, retention, and management programs, ensuring that the organization has the right people in the right roles.
  • Employee Relations: Creating and implementing employee relations policies and practices that support a positive and inclusive workplace culture.
  • Performance Management: Developing and implementing performance management systems to measure and evaluate employee performance, ensuring alignment with organizational goals.
  • Learning and Development: Overseeing the design and delivery of learning and development programs to enhance employee skills and knowledge.
  • Compensation and Benefits: Designing and implementing compensation and benefits programs that attract, retain, and motivate employees.
  • Diversity, Equity, and Inclusion: Developing and implementing diversity, equity, and inclusion programs to promote a diverse and inclusive workplace.
  • HR Operations: Overseeing HR operations to ensure efficient and effective delivery of HR services, including HR technology and analytics.
  • Compliance: Ensuring compliance with all relevant labor laws and regulations, as well as internal policies and procedures.
  • Leadership: Providing leadership and guidance to the HR team and serving as a strategic business partner to the executive leadership team.