When I think about the requirements and where people may want to develop skills, I think firstly it’s talent, leadership overall and strategic business partnership, which for me means being able to understand the business. Think like a business leader and connect the dots for what the people, practices and programs are needed in order to support the mission and objectives and help drive success.
– Sung Hae Kim
This podcast is part of a series on the Workology Podcast focused on the role and responsibilities of the Chief Human Resources Officer, or CHRO (often called Chief People Officer or VP of Talent). The CHRO is an executive or C-level role that deals with managing human resources, as well as with organizational development and implementing policies of change to improve the overall efficiency of the company. The CHRO Podcast series on Workology is sponsored by Upskill HR. This episode of the Workology podcast is sponsored by HRBenchmarkSurvey.com
Episode 375: CHRO Series – What Skills and Experience Do You Believe Are Absolute Requirements for a CHRO Role? Part 2
One of the reasons I wanted to do this series is because there is a lot of mystery around the CHRO role. I want aspiring CHRO’s to know what type of skills and experiences they need to promote into a future CHRO role along with hearing from senior HR leadership how they are partnering and collaborating with their executive peers. Because we’ve talked to CHROs from all types of organizations, their answers were really varied and insightful.
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In this podcast episode, we are listening to excerpts from some of the best interviews on the Workology Podcast with CHROs and Vice Presidents of People and Culture on what skills and experience they believe are absolute requirements for a CHRO role, especially thinking about those just starting out in our industry.
This episode features (in order):
The full podcasts are linked to each guest above.
It’s so interesting to delve into how a role like CHRO whose experience more closely connects them to the strategy and operations of the overall business works with the rest of a company leadership team. Hearing the stories about how these HR leaders got their start in HR and how it led them to a CHRO role, there are so many ways to grow your HR career. I’m inspired by these stories and hope you are too!
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