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:Strategist
Salary range:$145,000 - 177,000
Work experience:12+ years
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

Sets direction

Solves Problems

Talent and Performance Management

Career paths

Path 1

Path 2

Path 3

Chief People Officer (CHRO)

HR Director
Training programs

CERTIFICATE PROGRAM

HR Manager

Advanced| 22 hoursAs the HR function gravitates towards the center of

organizations, HR Managers are being called upon to make…View
courseOpenCERTIFICATE PROGRAM
Organizational Development

Intermediate| 30 hoursIn an increasingly competitive and dynamic business

environment, organizational development (OD) & design are becoming essential
game-changers. To…View courseOpenCERTIFICATE PROGRAM
Diversity, Equity, Inclusion & Belonging

Intermediate| 29 hoursTransform your organization into a diverse and inclusive

place to work where everyone can thrive with a modern…View course
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.