As leaders and founders prepare to grapple with multifaceted challenges, a great CHRO can be the linchpin that ensures an organization’s success.
A CHRO’s strategic involvement is paramount for any organization hoping to thrive next year. Here are a few of the biggest reasons why having a rock-solid CHRO in place can keep your business alive and well in the coming months.
The first and foremost responsibility of a great CHRO is to champion the well-being of the entire workforce. Prioritizing mental and physical health falls squarely within their domain. Doing this well is a hallmark trait of a good CHRO who understands the correlation between happiness and productivity.
The University of Oxford reports that happy employees are 13% more productive. A quality HR leader knows how to tap into that productivity.
By implementing wellness programs, flexible work arrangements, and promoting open discussions about mental health, CHROs contribute to a healthier and more resilient workforce. This boosts the loyalty of your workforce and keeps employees efficient and engaged.
CHROs must play a pivotal role in fostering a culture of continuous learning. Stanford University Professor of Psychology Carol Dweck refers to this ability to embrace ongoing development as a “growth mindset.”
The ability to grow starts in the hiring process. WETA’s CHRO, Denise Freeman, told Stanton Chase in June that one of the key elements to look for when recruiting is candidates who are willing to do the work of applying for and earning a job. This requires a desire to learn new things and challenge past formulas for success.
The need for continual learning in HR goes beyond hiring, too. Partnering with other members of the C-suite, HR leaders can identify skill gaps and curate development opportunities that keep employees abreast of industry trends and emerging technologies. By enabling learning platforms, online courses, and workshops, CHROs equip employees to adapt to evolving business models and remain competitive.
It’s no secret that a diverse workforce leads to innovation and a stronger reputation. However, diversity, equity, inclusion, and belonging (DEIB) efforts can’t thrive without the active involvement of the CHRO. Google’s Projecct Oxygen revealed that creating an inclusive team environment is one of the top attributes of a good manager.
CHROs can drive D&I initiatives, ensuring fair hiring practices, providing training on unconscious bias, and supporting the elevation of diverse voices in decision-making. This approach fosters an environment of respect, which directly impacts the company’s bottom line.
Emotional intelligence is a hallmark of effective leadership. It falls to CHROs to promote its development across an organization.
CHROs contribute to a harmonious workplace through emotional intelligence training. They can emphasize key EI elements, such as mindfulness practices and fostering an environment of empathy and open communication. This, in turn, enhances team collaboration, employee satisfaction, and overall company performance.
Incorporating sustainability and corporate social responsibility (CSR) aligns with the CHRO’s purview. As the world shifts from CSR messaging toward stronger ESG (environment, social, and governance) applications, CHROs can play an instrumental role in putting words into action.
This includes taking proactive stances on social issues. CHROs can work alongside leadership to develop policies and positions aligned with the company’s values. This not only demonstrates authenticity but also safeguards against potential controversies by offering well-considered responses to pressing social matters.
By collaborating with leadership, CHROs can integrate ESG principles into each organization’s recruitment strategies, attracting socially conscious employees and investors in the process. Through these initiatives, CHROs contribute to enhancing their company’s reputation, mitigating risks, and fostering long-term growth
CHROs are central to crisis management. By collaborating with leadership, they can develop robust crisis management plans—especially in the area of personnel.
CHROs can prioritize employee safety, reputation management, and effective communication in the event of an emergency. They can ensure that a company is prepared for the unexpected, shoring up a sense of resilience and continuity no matter what happens in the future.
Networking and mentorship are invaluable resources for leadership growth. They ensure team members are connected and developing at all times. CHROs can create platforms for executives to build strong networks of peers, mentors, and advisors.
Sometimes, this is as simple as proactively maintaining a healthy, communicative work environment. Amex proved this works with its “Amex Flex work model,” which introduced remote and hybrid work concepts before the pandemic forced other companies to follow suit.
CHROs should consistently invest in connections that provide essential support, diverse perspectives, and valuable insights. This enables other employees and leaders within their companies to navigate challenges more effectively.
There are many elements that go into a successful company — but it all starts with personnel. If you hire the right people and manage them effectively, everything else will come together over time.
If you hire the right people and manage them effectively, everything else will come together over time.
This puts HR on the front lines of corporate success and makes every CHRO a critical individual in building a thriving brand. That is why, at Stanton Chase, we always emphasize the need for a quality Human Resource executive in the C-suite.
In the evolving landscape of 2024, a great CHRO must embrace their strategic role as a catalyst for organizational success. By prioritizing well-being, diversity, learning, emotional intelligence, sustainability, and crisis management, CHROs ensure that companies thrive in the face of adversity. With their guidance, organizations can not only navigate the complexities of the modern corporate world but also set a standard for balanced success that resonates throughout the workforce.
William Brewer, CCP, is a Director at Stanton Chase Los Angeles. He is also Stanton Chase’s Global Human Resources Practice Leader. Prior to moving into executive search, Bill had 25 years of experience in corporate human resources. In addition to his executive search career, Bill is an adjunct Professor at the University of Redlands. Bill also serves as a mentor for the MBA program at the Paul Merage School of Business at the University of California, Irvine (UCI) and has been a mentor with the School of Business at the University of Redlands.
At Stanton Chase, we're more than just an executive search and leadership consulting firm. We're your partner in leadership.
Our approach is different. We believe in customized, personal, and fearless executive search, executive assessment, board services, succession planning, and leadership onboarding support.
We believe in your potential to achieve greatness and we'll do everything we can to help you get there.View All Services