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At the executive level Significant years of experience in HR with a strong subject matter expertise in various HR functions, including recruiting, HR/people operations, talent development, employee relations and more HR certification (e.g. SHRM, HRCI, AIHR)What Does a Chief Human Resources Officer Do? | Video: HR UniversityIs Chief Human Resources Officer a Good Career?Becoming a CHRO is a great path for HR professionals whose career goal is to be an executive-level leader. The CHRO role allows a seasoned HR executive to make an impact with an organization using the HR expertise they have acquired throughout their career while also contributing at a strategic level. How Much Does a CHRO Make?The salary and benefits for a chief human resources officer depends on a variety of factors including the size of a company, industry, experience level, location and responsibilities. The overall market salary rate may also change based on economic factors such as inflation. To get a sense of the open chief human resources officer positions and salary ranges in your region, head over to Built In’s salary tool. How Do I Become a CHRO?If your long-term career goal is to become a CHRO, it’s important to identify what qualifications are going to help you based on the type of company or industry in which you would like to work. Below is a general list of relevant backgrounds and skills to keep in mind on your journey to becoming a CHRO. Bachelor’s or Master’s Degree Higher education will help you gain a general understanding of various HR functions and the key role of HR within a company. For those aiming to become a CHRO, it’s particularly helpful to earn a bachelor’s or master’s degree in human resources, labor and employment relations, or in an adjacent field like organizational psychology. Keep in mind

That degree requirements may vary depending on the company.Executive Leadership ExperienceBeing at the top of the HR career ladder, a CHRO role typically requires senior leadership experience, such as holding a prior vice president or senior vice president role. It’s important for anyone in a CHRO career path to gain experience leading through influence and with emotional intelligence — both in their actions and in their communications. Many Years of Experience in Various HR RolesAs the head of all HR functions, it’s important for those pursuing a CHRO role to gain experience in all functions of HR. A well-rounded expertise and understanding of all HR functions enables a CHRO to design and lead an overall people strategy that aligns with a long-term company strategy.HR certificationsVarious organizations such as SHRM, HRCI and AIHR offer certification programs for HR professionals who are looking to expand or strengthen their HR knowledge and expertise. Depending on the company, these certifications could make a CHRO applicant stand out so it’s important to consider earning an HR certification as you’re mapping out your education and career goals.

A chief human resources officer partners closely with other members of the executive leadership team, board of directors and other stakeholders through strategic leadership using their expertise in HR and strong business acumen. Some organizations have titles such as chief people officer or head of people for their CHRO role. This title change has been a part of an ongoing transformation in the HR world. HR teams are moving away from using “human resources” since this terminology seems to dehumanize employees as disposable resources. The more modern approach is for the HR function to serve as a people-centric support system that partners with employees. CHRO Responsibilities Develop HR strategies that support overall business goals. Function as a strategic advisor to the executive team. Provide overall leadership to the company’s HR function. Create a talent and recruiting strategy that supports the company’s current and future talent needs. Foster an inclusive culture aligned to company values and mission.More From This ExpertWhat Is Human Capital Management?What Does a Chief Human Resources Officer Do?Whether with the executive leadership team or in front of the board of directors, CHROs are business leaders who champion employee experience and the overall talent brand. With expertise in various HR functions, a CHRO builds people strategies that align with company growth goals and enables a company to recruit, develop and retain great talent. CHROs lead with influence at the executive level while ensuring employee voices are heard and represented by business leaders. We can see the impact of a CHRO not only in a company’s HR operations, but also in the company culture. Find out who's hiring. See all HR jobs at top tech companies & startups Common CHRO Skills and Qualifications Bachelor’s or master’s degree in human resources or relevant field, like organizational psychology Strong strategic leadership experience

Family leave requirements across states, compliance is increasingly complex. These legal changes affect not only the administration of compensation and benefits but also the overall employee experience. CHROs must ensure that their organizations remain compliant while maintaining a positive workplace culture.Coaching and Leadership DevelopmentAs CHROs take on broader leadership roles, they often find themselves coaching not only HR team members but also peers on the executive team. Effective coaching skills are essential, enabling CHROs to help leaders find their paths and solutions. This self-discovery process fosters stronger leadership and supports the overall business strategy.Shaping the Future of WorkThe role of the CHRO is evolving rapidly, encompassing a broader range of responsibilities and requiring new skills and strategies. The CHRO has a wide workload and must establish a diverse and current toolbox to meet the varied challenges this role demands. From adopting a business mindset to managing employee well-being and from navigating legal complexities to ensuring the next generation of managers are prepared to take lead, the CHRO role has truly evolved to one of the most complex and rewarding roles in any organization. The CHRO’s role is more critical than ever in shaping the future of work and ensuring that companies thrive in an increasingly complex and dynamic business landscape.Nancy Tostanoski is EVP, Chief Human Resources Officer at OUTFRONT Media.Vivek Arora is Chief Administrative Officer and General Counsel at SAM.

In the rapidly evolving business landscape, the CHRO role continues to be indispensable for organizational success. According to a recent Accenture survey, 89% of CEOs believe CHROs should have a central role in driving long-term growth, highlighting the increasing recognition of HR’s impact on organizational performance and culture. However, only 45% of those CEOs are creating the conditions to allow CHROs to have an impact.A clearer view of the changing priorities and challenges faced by CHROs will enable other members of the C-suite to collaborate more effectively and leverage HR’s potential to achieve business objectives.Over the past two years, we’ve collected data from 10 heads of the HR or people function and over a dozen of their direct reports responsible for talent, learning and organizational development to identify those priorities.These leaders represent a range of industries, including consumer packaged goods, retail, healthcare, manufacturing, technology, aerospace and defense, and a range of organizations, from private sector multinationals to nonprofits. Despite these differences, several common themes emerged as strategic CHRO priorities based on their experiences.What’s ahead in 2025?: See more HR Executive trends storiesCommon CHRO priorities that will shape HROur goal in sharing these findings is to illuminate the path forward for CHROs and their teams, providing practical guidance to inform strategic decision-making. We aim to foster a deeper appreciation for the transformative power of HR and to encourage a more integrated, data-driven approach to people management that aligns with the overall business strategy.1. Transforming HR through technology and strategic integrationCo-author Mark