Today's HR leaders possess a broader and deeper skill set than was expected or seen 10 years ago. The most effective CHROs have a strong general management orientation and approach their roles and responsibilities from a more strategic bottom-line oriented framework. They should have evolved marketing capabilities in order to create attractive employer value proposition and a deeper technology skill set to better interpret and leverage the people analytic data now available to them in a predictive way. Diversity and inclusion, corporate social responsibility and sustainability, and workforce analytics may now fall under the purview of the CHRO. The board and CEO are realizing the added value a strong HR leader brings to an organization, viewing CHROs as true business leaders and giving them broad access to participate in operational and strategic initiatives.
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