How A CHRO Should Plan Their First 100 Days

The profile of a CHRO is changing. Many of today’s HR executives are business operators who focus on people. They view their role as aligning the people strategy to support the business needs and objectives, not just compliance and oversight of core HR functions like benefits and recruiting.

So how do successful CHROs approach their first 100 days in a new job? I put that question to more than a dozen top people executives, and their answers may help you acclimate effectively into a new leadership role, whether or not you work in HR.

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The Best HR Is Invisible

There was a time not long ago when “getting HR involved” generally meant diffusing an employee relations issue. Twentieth-century HR was all about control, enforcing compliance around hiring, training, development, performance, talent management, culture, holiday parties, facilities, and more. The HR function was generally reactive rather than strategic. Times have changed. The rise of 21st-century HR has given birth to a new breed of HR executive, with a much broader skill set, who is leading the transformation of what’s possible in the field and reinventing HR as a data-driven strategic function critical to an organization’s success.

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Four Job Skills The HR Leader Of The Future Will Need

Times are changing. According to a recent report issued by HR Open Source (HROS), the community platform for HR professionals that I cofounded, 68% of current HR professionals have worked in fields outside of human resources. Inevitably, they’re steadily cross-pollinating the HR function with new skills and ideas that organizations should be all too eager to embrace. Still, modern HR requires more than a semantic shift from “human resources” to “people operations.” It requires broader capabilities and job skills than have typically been demanded of HR professionals in the past–allowing them to tackle critical issues ranging from sexual harassment to emerging recruiting technologies, not to mention a business and industry acumen to rival their executive peers.

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