Advising and supporting a CEO in scoping out the role of CHRO
A Chief Human Resources Officer (CHRO) is pivotal to the success of many businesses. Advising a Chief Executive Officer (CEO) on how to scope out this role requires a deep understanding of the business’s current state and future aspiration and creating a job description that outlines the skills needed to achieve these objectives. Here, we explain how our specialist HR executive search consultants support a CEO in this critical task.
Understanding the business journey
The first step in advising a CEO is to thoroughly understand where the business is in its journey. To do this, we assess the current state of the business, its strategic goals, and the key factors that will drive its success. It’s essential to align the CHRO’s role with the business’s immediate needs and long-term vision.
Aligning with organisational culture
A successful CHRO must fit well with the company culture while also being capable of driving the company forward. This means finding a candidate who not only understands the strategic objectives but also resonates with the company’s values and ethos. It’s crucial to avoid the pitfall of hiring a marquee CHRO who excels in strategy but lacks interest or experience in the operational aspects of HR.
Assessing infrastructure and processes
Many businesses face challenges due to inadequate infrastructure, systems, and processes. Before hiring a CHRO, it’s important to evaluate the existing HR framework. This assessment helps in identifying areas that need improvement and ensures that the new CHRO can effectively build and enhance the HR function. Investing wisely in the HR infrastructure is key to achieving a robust and efficient HR department.
Engaging with the CEO
Spending time with the CEO to understand their vision and challenges is a vital part of our advisory process. This helps in aligning the CHRO’s role with the current state of the business and its future growth trajectory. For example, is the business is in a phase of growth or facing significant challenges? The scope of the CHRO’s responsibilities can be tailored accordingly.
Balancing strategic and operational needs
A critical aspect of scoping out the CHRO role is balancing strategic and operational needs. Some CEOs may prefer a CHRO who can challenge and influence the organisation, pushing it to think differently. Others might need a CHRO who focuses on building and stabilising the HR function. We find that understanding the CEO’s comfort level with these dynamics is essential for making the right hire.
Global perspective
For global businesses, the CHRO must be capable of operating across multiple geographies and cultures. This requires a candidate with a global mindset and the ability to manage diverse teams and business environments. Discussing the markets where the company plans to grow or shrink, and potential acquisitions, helps in defining the CHRO’s role more precisely. We’re lucky to operate in all corners of the world, meaning that we have a network of HR professionals with a diverse mix of geographical experience.
Creating the job description
Once all of this has been discussed and decided, the scope of the role can be decided. It’s crucial to align the skills and experience required with all that has been discussed.
Advising a CEO on scoping out the role of a CHRO involves a comprehensive understanding of the business, its culture, and strategic goals. By aligning the CHRO’s role with the company’s current state and future aspirations, and ensuring a balance between strategic and operational needs, businesses have started the process to hiring a CHRO who will drive success and growth.
If you’d like to discuss hiring a CHRO for your business, please get in touch below. Alternatively, you can get in touch with one of our executive search team directly.
You can also read more about our work in executive search here.
