The CHRO of the Future

Just like the companies they help lead, CHROs of today are being called to evolve, expand, and adapt to changing business operations and new responsibilities. The modern CHRO will be more directly involved in broader business strategies, and they will need to know how to use data and analytics to help support the execution of important goals. As companies look to hire people with a full range of hard and soft skills, the CHRO of the future must be able to step up to the plate to meet their changing work environment.  

The best HR leaders stand out due to their ability to identify future trends, opportunities, and disruptions to the organization as well as to take action to shift their HR strategies to capture these opportunities. A 2022 Gartner HR report explains that 73% of board directors want their CHROs to help leverage employee metrics to support decision making. In addition, the report found that 70% of CEOs expect their CHRO to be key players in overall business strategy, but only 55% claim that their CHRO meets this expectation. 

To operate outside their department successfully, CHROs require technology to easily connect them to other people, processes, and information. Implementing cloud-based technology can be a powerful step in helping HR leaders make a difference within their organization and build a strong digital employee experience. For example, Workday Human Capital Management (HCM) offers talent management, benefits, time tracking, compensation, workforce planning, and recruiting capabilities that combine to streamline HR practices, provide a wealth of data to HR leaders, and help nurture and empower employees.  

Transforming the Role of the CHRO 

CHROs have traditionally presided over activities regarding the employee lifecycle, talent management, and benefits, but as the pace of employee churn quickens and the great resignation leaves a larger impact on operations, the role of the CHRO is changing. Here are some ways that the CHRO’s responsibilities and processes are evolving: 

Digital Employee Experience: The ways in which employees engage with HR are progressing and improving with the help of modern technology. The digital employee experience is something that HR leaders must prioritize due to an increased demand for more streamlined and intuitive technology. For example, Workday Employee Experience Management provides an easy to use, low-maintenance platform with data from machine learning to offer recommendations and relevant insights and recommendations. By creating a simplified, personalized employee experience, staff will feel more empowered to do their work efficiently and effectively.  

Becoming a Key Player: The role of the CHRO, along with other C-Suite members, is no longer isolated only to their distinct scope of work. Rather, the CHRO has a seat at the larger table, supporting activities and making key decisions with their insights and analytics. While this change can be daunting, it will unite the organization on shared strategies and goals and improve the execution of large-scale projects moving forward. By uniting teams and departments and supporting this unity with technology that streamlines and consolidates information into one single source of truth, organizations will find greater success. 

Analytics: The use of data to make timely, informed decisions is not a new initiative for leaders in departments such as IT or finance, but CHROs do not always recognize the extent to which intuitive technology can improve their processes. Workday HCM offers CHROs the opportunity to leverage workforce analytics to better understand employees, ensure diversity and inclusion, hire the right people, and use insights to take prompt action. Additional HCM tools such as Workday Peakon Employee Voice help support these efforts by utilizing continuous listening, which creates real-time insights that CHROs can use to retain talent, engage employees, develop leadership, and empower teams. 

Employee Well-Being: Employee well-being, work-life balance, and flexibility are no longer optional when considering the employee experience at any organization. In fact, 63% of US-based employees surveyed in the 2022 Edelman Trust Barometer Report claimed that they are not willing to sacrifice their mental health or personal well-being for career advancement or higher pay. As a result, HR leaders must prioritize these factors during recruitment and workforce management more than ever before. The CHRO of the future utilizes intuitive HCM tools to recognize these needs as they arise and take concrete steps to meet employees where they’re at.  

Preparing the CHRO of the Future 

For any organization to digitally transform effectively, it needs digitally savvy people at all levels, but especially at the office of the CHRO. HR leaders must be able to use the data they gather to tell a story to their organization, as it is no longer enough to just have information but to have someone who can make sense of it. The CHRO of the future will lead the charge in identifying the necessary skills and competencies that employees must have to reach business goals. By using intuitive technology to support the talent lifecycle through recruiting, training and development, retention, and engagement, the CHRO will help organizations better meet current and future needs. 

Utilizing HCM tools will be beneficial at all levels of HR, but a digital transformation can be a large undertaking met with apprehension. Workday service partners such as Collaborative Solutions have extensive knowledge and expertise gained through years of working with various organizations across the world, and we can help your organization transform HR operations on an efficient timeline and with comprehensive support throughout the entire process.   

To learn more about how Collaborative Solutions’ HCM offerings, check out our Workday HR Transformation page. 

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