A business focussed CHRO ‘s role these days assumes utmost importance. There is a high dependence of any business on people capability & a performance driven work culture. For almost over a decade now, business heads and HR heads keep talking of “business focused hr” and “changing role of hr function” etc. Here are some of my thoughts on the role of a CHRO, organisational expectations from HR leadership – in the context of ensuring that the position actually add’s value to the business.
A CHRO’s position ideally should provide thought leadership to the HR Function, and lay the foundation of the HR strategy by developing a keen understanding of the company culture, business goals and strategies. He or she should be able to understand the business environment, and the business priorities to facilitate effective support to the respective business, functional leadership teams.
Some delivery areas for a Business Focused CHRO:
- Identify and implement the human resources agenda for the organization, in line with the organization’s vision, mission and business strategy for growth.
- Assess the company’s current human resources requirements—identify, prioritize and establish action plans to develop and implement programs that add value to the company towards – attracting, retaining & developing talent – as well as facilitating a culture of performance & delivery. All this effort and initiatives being directed towards business growth objectives, productivity & profitability.
- Architect the human resource strategy for the business and drive its effective implementation to ensure the evolution of a people focused organization. The position ideally provides leadership to the HR function, supports planning and directs the implementation of key HR initiatives with a focus on developing operational excellence on people front and across the key HR initiatives : Capability building, culture building, employee engagement, process saliency, and statutory compliances.
- Design the framework for Management & Leadership development to ensure evolution of high quality managerial talent and leadership at all levels.
- Lead and drive programs to aggressively build management bench strength to ensure a sustained performance by business and functional teams.
- Drive employee engagement & organizational alignment initiatives and establish a model suitable for enhancing employee productivity, alignment with organizational culture and creating a performance centric organization.
- Advise the leadership team on functional structures and strategy and add value through supporting HR strategy.
You are welcome to add to this list and offer your comments and suggestions on this article.