CHRO

CHRO

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What Is a CHRO?

Why Do Organizations Need CHROs?

What Are the Typical Responsibilities of a CHRO?

What Skills Does a CHRO Need?

What Is the Average Salary of a CHRO?

How Do You Become a Strategic CHRO?

Becoming a Strategic CHRO in 2025

Becoming a Strategic CHRO in 2025

What Is a CHRO?

People are any organization's greatest asset, and properly managing them should be a strategic priority for leadership. With this in mind, many organizations have added a new C-Suite position in recent years: the CHRO, or Chief Human Resources Officer. In this article, we'll explore the CHRO's strategic role, explain why they play a vital role in organizational success, and discuss what it takes to become a truly exceptional strategic CHRO in today's evolving workplace.

A chief human resources officer (CHRO) is a senior executive who leads an organization's human resources function while serving as a strategic business partner to the CEO and board. They are responsible for overseeing the organization's HR team and ensuring that people strategies align with the company's overall mission and business objectives.

Top-level CHROs play a crucial role in shaping and delivering the organization's strategy as a whole. They act as trusted advisors to the CEO and the rest of the C-Suite, helping to drive positive organizational change through people-focused initiatives. Modern CHROs have evolved beyond traditional administrative functions to become strategic leaders who influence broader business priorities.

While this is usually achieved through HR programs, today's CHROs also get involved with many other aspects of the business and may work closely with the CFO, CIO and COO on cross-functional initiatives. The chief people officer role has become increasingly important in times of digital transformation and organizational transformation.

A CHRO differs from an HR director, who typically focuses on overseeing the organization's day-to-day HR operations. As a member of the C-Suite, a CHRO's strategic role is more forward-thinking and aligned with broader business goals. In some organizations, the CHRO is known as the Chief People Officer.

Why Do Organizations Need CHROs?

HR has traditionally been viewed as an administrative or compliance-focused function. In the eyes of many organizations, its primary purpose was to manage operational tasks like administering employee benefits, processing payroll and responding to employee concerns.

But human capital management has become a strategic priority for organizations over recent years, thanks in large part to dramatic workplace changes over the past 5 years since 2020. Today, HR is increasingly recognized as a strategic function with a vital role in shaping organizational success and providing competitive advantage.

Strategic CHROs help organizations approach HR from a long-term, strategic perspective. Because they have a seat at the leadership table, they can influence the rest of the C-Suite and ensure people initiatives receive appropriate priority. An effective CHRO holds the leadership team accountable for employee well-being, development and business success while helping the organization achieve its strategic goals.

HR has traditionally been viewed as an administrative or compliance-focused function. In the eyes of many organizations, its primary purpose was to manage operational tasks like administering employee benefits, processing payroll and responding to employee concerns.

But human capital management has become a strategic priority for organizations over recent years, thanks in large part to dramatic workplace changes over the past 5 years since 2020. Today, HR is increasingly recognized as a strategic function with a vital role in shaping organizational success and providing competitive advantage.

Strategic CHROs help organizations approach HR from a long-term, strategic perspective. Because they have a seat at the leadership table, they can influence the rest of the C-Suite and ensure people initiatives receive appropriate priority. An effective CHRO holds the leadership team accountable for employee well-being, development and business success while helping the organization achieve its strategic goals.

What Are the Typical Responsibilities of a CHRO?

Here are some of the key roles that a CHRO plays within an organization:

Designing and Implementing People Strategies

As the leader of the HR function, the CHRO is responsible for designing and implementing talent strategies that help the company maximize workforce potential. They often collaborate with other HR leaders, including HR directors and specialized managers, to develop comprehensive people strategy frameworks.

Aligning HR Functions With Business Goals and Advising the C-Suite

A core part of a CHRO's strategic role is ensuring that the organization's people strategies align with overall mission and business objectives. They serve as a strategic business partner between the HR function and the C-Suite, helping ensure people initiatives receive strategic priority and support broader business priorities.

Developing and Delivering the Organization's Talent Strategy

Strategic CHROs are responsible for developing comprehensive talent strategies that support organizational goals. They use data-driven insights and actionable insights to identify critical capabilities and find innovative approaches to sourcing, attracting and developing talent with those capabilities. This includes workforce planning and addressing talent shortages.

Overseeing Learning and Development

CHROs oversee the development and delivery of learning and development programs. While operational details might be managed by HR specialists or dedicated L&D managers, the CHRO establishes the strategic framework that guides employee development initiatives and talent development programs.

Leading HR Teams

While day-to-day HR operations are usually managed by HR directors or managers, the CHRO provides overall leadership and direction. They ensure HR teams have the tools, strategies and resources needed to effectively support the organization's people needs and contribute to business success.

Shaping Organizational Culture

CHROs play a crucial role in developing and maintaining positive organizational culture. They introduce policies and programs related to employee benefits, employee recognition and employee engagement. They also work with stakeholders to ensure the workplace is inclusive and equitable, improving employee satisfaction and reducing employee turnover.

Here are some of the key roles that a CHRO plays within an organization:

Designing and Implementing People Strategies

As the leader of the HR function, the CHRO is responsible for designing and implementing talent strategies that help the company maximize workforce potential. They often collaborate with other HR leaders, including HR directors and specialized managers, to develop comprehensive people strategy frameworks.

Aligning HR Functions With Business Goals and Advising the C-Suite

A core part of a CHRO's strategic role is ensuring that the organization's people strategies align with overall mission and business objectives. They serve as a strategic business partner between the HR function and the C-Suite, helping ensure people initiatives receive strategic priority and support broader business priorities.

Developing and Delivering the Organization's Talent Strategy

Strategic CHROs are responsible for developing comprehensive talent strategies that support organizational goals. They use data-driven insights and actionable insights to identify critical capabilities and find innovative approaches to sourcing, attracting and developing talent with those capabilities. This includes workforce planning and addressing talent shortages.

Overseeing Learning and Development

CHROs oversee the development and delivery of learning and development programs. While operational details might be managed by HR specialists or dedicated L&D managers, the CHRO establishes the strategic framework that guides employee development initiatives and talent development programs.

Leading HR Teams

While day-to-day HR operations are usually managed by HR directors or managers, the CHRO provides overall leadership and direction. They ensure HR teams have the tools, strategies and resources needed to effectively support the organization's people needs and contribute to business success.

Shaping Organizational Culture

CHROs play a crucial role in developing and maintaining positive organizational culture. They introduce policies and programs related to employee benefits, employee recognition and employee engagement. They also work with stakeholders to ensure the workplace is inclusive and equitable, improving employee satisfaction and reducing employee turnover.

What Skills Does a CHRO Need?

CHROs often begin as HR professionals who advance through departmental ranks. This background typically provides core skills in management, conflict resolution and emotional intelligence. However, CHROs are also senior organizational leaders, requiring additional capabilities like strategic thinking, business acumen and analytical skills.

Here are core skills that a CHRO should possess:

  • Leadership and Management Skills: CHROs must effectively inspire and motivate others while managing complex organizational challenges, including conflict resolution and change management. These leadership skills are essential for driving organizational transformation.

  • Communication and Interpersonal Skills: CHROs need exceptional communication abilities to manage C-Suite dynamics and organizational change. They must articulate compelling visions that unite employees around common goals and demonstrate strong interpersonal skills.

  • Technology and Data Analysis Skills: CHROs should track and interpret various HR metrics to inform board decisions and guide strategic planning. They must also leverage predictive analytics and people analytics to ensure talent strategies align with organizational priorities.

  • Strong Business Acumen: Effective CHROs possess deep understanding of their business and market. They must comprehend how the organization operates and delivers value to stakeholders, including customers, partners and employees. This business understanding enables them to serve as effective strategic partners.

CHROs often begin as HR professionals who advance through departmental ranks. This background typically provides core skills in management, conflict resolution and emotional intelligence. However, CHROs are also senior organizational leaders, requiring additional capabilities like strategic thinking, business acumen and analytical skills.

Here are core skills that a CHRO should possess:

  • Leadership and Management Skills: CHROs must effectively inspire and motivate others while managing complex organizational challenges, including conflict resolution and change management. These leadership skills are essential for driving organizational transformation.

  • Communication and Interpersonal Skills: CHROs need exceptional communication abilities to manage C-Suite dynamics and organizational change. They must articulate compelling visions that unite employees around common goals and demonstrate strong interpersonal skills.

  • Technology and Data Analysis Skills: CHROs should track and interpret various HR metrics to inform board decisions and guide strategic planning. They must also leverage predictive analytics and people analytics to ensure talent strategies align with organizational priorities.

  • Strong Business Acumen: Effective CHROs possess deep understanding of their business and market. They must comprehend how the organization operates and delivers value to stakeholders, including customers, partners and employees. This business understanding enables them to serve as effective strategic partners.

CHROs often begin as HR professionals who advance through departmental ranks. This background typically provides core skills in management, conflict resolution and emotional intelligence. However, CHROs are also senior organizational leaders, requiring additional capabilities like strategic thinking, business acumen and analytical skills.

Here are core skills that a CHRO should possess:

  • Leadership and Management Skills: CHROs must effectively inspire and motivate others while managing complex organizational challenges, including conflict resolution and change management. These leadership skills are essential for driving organizational transformation.

  • Communication and Interpersonal Skills: CHROs need exceptional communication abilities to manage C-Suite dynamics and organizational change. They must articulate compelling visions that unite employees around common goals and demonstrate strong interpersonal skills.

  • Technology and Data Analysis Skills: CHROs should track and interpret various HR metrics to inform board decisions and guide strategic planning. They must also leverage predictive analytics and people analytics to ensure talent strategies align with organizational priorities.

  • Strong Business Acumen: Effective CHROs possess deep understanding of their business and market. They must comprehend how the organization operates and delivers value to stakeholders, including customers, partners and employees. This business understanding enables them to serve as effective strategic partners.

CHROs often begin as HR professionals who advance through departmental ranks. This background typically provides core skills in management, conflict resolution and emotional intelligence. However, CHROs are also senior organizational leaders, requiring additional capabilities like strategic thinking, business acumen and analytical skills.

Here are core skills that a CHRO should possess:

  • Leadership and Management Skills: CHROs must effectively inspire and motivate others while managing complex organizational challenges, including conflict resolution and change management. These leadership skills are essential for driving organizational transformation.

  • Communication and Interpersonal Skills: CHROs need exceptional communication abilities to manage C-Suite dynamics and organizational change. They must articulate compelling visions that unite employees around common goals and demonstrate strong interpersonal skills.

  • Technology and Data Analysis Skills: CHROs should track and interpret various HR metrics to inform board decisions and guide strategic planning. They must also leverage predictive analytics and people analytics to ensure talent strategies align with organizational priorities.

  • Strong Business Acumen: Effective CHROs possess deep understanding of their business and market. They must comprehend how the organization operates and delivers value to stakeholders, including customers, partners and employees. This business understanding enables them to serve as effective strategic partners.

Create a better place of work today

Create a better place of work today

Simplify your people workflows and bring value to everyone in the organisation. Try Humaans today.

Simplify your people workflows and bring value to everyone in the organisation. Try Humaans today.

Book a demo

Book a demo

What Is the Average Salary of a CHRO?

According to recent market data, the average salary for a CHRO in the UK ranges from £115,000 to £160,000 per year as of 2025. As a senior C-Suite position, CHRO roles typically command high compensation packages, usually reaching six figures plus additional benefits and equity compensation. The strategic role and business impact of modern CHROs justify these competitive compensation levels.

According to recent market data, the average salary for a CHRO in the UK ranges from £115,000 to £160,000 per year as of 2025. As a senior C-Suite position, CHRO roles typically command high compensation packages, usually reaching six figures plus additional benefits and equity compensation. The strategic role and business impact of modern CHROs justify these competitive compensation levels.

How Do You Become a Strategic CHRO?

CHROs play an increasingly crucial role in business success. Following significant workplace changes over recent years, the strategic role has evolved beyond simply linking HR strategies with company missions.

During the pandemic, HR leaders facilitated remote work transitions, preserved employee engagement, and supported employee mental health. In 2023, with recruitment and retention posing significant challenges, people issues are increasingly viewed as critical to business success and competitive advantage.

This means today's strategic CHROs play much more strategic roles. People strategy initiatives are integrated with other business priorities rather than being discussed separately. For the first time, HR truly has a seat at the strategic table as a key business partner.

Strategic Thinking Means Looking to the Future

Strategic CHROs think beyond current business needs. They identify future trends, opportunities and threats, connecting these insights to comprehensive HR, talent and development strategies. This strategic thinking approach ensures organizations have access to the right people at the right time to drive business outcomes and maximize success.

In 2025, forward-looking CHROs are also responsible for advancing skills-first hiring, incorporating AI into talent strategy, and aligning people programs with ESG and DEI goals to meet stakeholder expectations. Similarly, effective CHROs identify promising internal talent, develop future leaders through coaching and training, and connect them with appropriate opportunities. They focus on talent development and creating robust career paths for high-potential employees.

Strategic CHROs don't limit themselves to human capital discussions but also advise leaders on business strategy, leadership approaches and organizational development. Above all, they should be willing to present challenging perspectives to the CEO and hold leadership accountable for decisions that impact both people and business success.

Enabling Strategic Leadership With Technology

To fulfill these responsibilities, strategic CHROs need to effectively leverage data and technology to drive organizational change. With appropriate digital tools, CHROs can gather actionable insights needed to connect talent with business outcomes more effectively. Technology is essential for developing existing talent, sourcing new employees, and maximizing human potential.

Additionally, modern HR technology can eliminate hours of administrative work for both CHROs and entire HR teams. This provides time needed to focus on projects and initiatives that drive organizational success and support strategic goals.

The fundamental reason organizations need CHROs is to connect people data and policies with broader business goals. Effective HR technology solutions enable them to fulfill this strategic role without getting overwhelmed by administrative tasks.

One key concern for CHROs is balancing budgets while understanding HR technology investment, which should connect to tangible return on investment (ROI) for the business and provide measurable impact.

Transforming Strategic HR Leadership With Humaans HRIS

Modern CHROs need comprehensive technology solutions that streamline operations while providing strategic insights. Humaans offers an integrated platform designed specifically for strategic leaders who want to focus on driving organizational success rather than managing administrative tasks.

Want to learn more about how Humaans can support your strategic CHRO journey? Connect with our team to discover how our platform empowers strategic leaders to drive meaningful organizational change while delivering measurable business impact and supporting your organization's strategic goals.

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