A CHRO leads the entire people function and sets the human capital strategy for the organization. They advise the CEO and board, shape culture and leadership, and ensure the company has the talent and structure to hit its goals.

What are the main responsibilities of a CHRO?

The core duties are owning human capital strategy, advising the CEO and board, and building leadership, culture, and organizational capability. They also direct total rewards, workforce planning, DEI, and enterprise-wide people risk and compliance.

What skills does a CHRO need?

They need executive-level strategic thinking, deep HR expertise across talent, rewards, and organizational design, and the gravitas to influence a board. The best CHROs connect people decisions to business results and lead confidently through change.

What should a CHRO job description include?

A strong CHRO job description defines the enterprise scope of the role, the executive and board relationships, and the business outcomes it owns. Listing required leadership experience, education, and the strategic priorities helps executive candidates gauge fit.

Who does a CHRO work with?

A CHRO works most closely with the CEO, the board, and the rest of the executive team. They lead the senior HR leadership team internally and often engage external advisors on compensation, legal, and organizational matters.

HR & People

CHRO Job Description

HR Manager HR Generalist Recruiter Talent Acquisition Specialist HR Business Partner HR Coordinator HR Executive HR Director People Operations Manager Learning & Development Manager Compensation & Benefits Manager Payroll Specialist

About the role

We are searching for a CHRO to lead our people agenda at the highest level and act as a true partner to the CEO and board. You will set the human capital strategy, shape culture and leadership, and build an HR function that scales with the business. This is a role for a seasoned executive who connects people decisions to business outcomes and can lead through growth and change.

Key responsibilities

Set the enterprise human capital strategy
Advise the CEO and board on people and culture
Build leadership, culture, and organizational capability

Responsibilities

Own the human capital strategy and align it with long-term business objectives
Serve as a strategic advisor to the CEO and present people topics to the board
Lead the entire HR function, including talent, rewards, operations, and business partnering
Shape company culture, values, and employee experience at scale
Drive executive and leadership development and succession planning
Oversee organizational design and workforce planning through growth and change
Direct total rewards philosophy, including executive compensation and equity
Champion diversity, equity, and inclusion as a measurable business priority
Ensure enterprise-wide compliance and manage significant people and legal risks
Define and report people metrics that connect talent to business performance

Requirements

Bachelor's degree in human resources, business, or a related field; a master's or MBA is strongly preferred
15 or more years in HR with significant time in senior executive leadership
Proven experience owning HR strategy for a whole organization and reporting to a board
Deep expertise across talent, culture, organizational design, and total rewards
Track record of leading people strategy through growth, change, or transformation

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