2023 CHRO HR Function 
HR Brew
JULY 17, 2024
At the onset of the Covid-19 pandemic , C-suite leaders demanded more from the HR function and its leaders. Many CHROs and CPOs found themselves and their efforts essential to business strategy (if they weren’t considered so already) amid the public health crisis. The strategic talent advisor.
HR Brew
FEBRUARY 21, 2024
Her appointment is part of a strategic shift at the company, which laid off 20% of its workforce in early 2023. Cindy Ryan was appointed head of HR at MassMutual in early February, according to a press release. Holly May took over as Petco’s CHRO in early February, the company announced. MassMutual.
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HRExecutive
AUGUST 22, 2024
Succession planning is imperative for C-suite positions, including the CHRO role. People are looking at the CHRO job when approached and saying, ‘Do I want that job? They’re kind of stepping off of that career track and saying, ‘I’m fine where I’m at’ or are leaving HR entirely to go do something different.”
Analytics in HR
JULY 31, 2023
Continue reading Strategic Human Resource Management: The Basics What does HR do? HR functions HR performs numerous Human Resources functions in an organization. Dive in 12 Key Functions of Human Resources to Know in 2023 Why is Human Resources important? Let’s take a look at some of them.
HRExecutive
AUGUST 12, 2024
The strategic nature of HR functions is becoming increasingly critical to business success today. The ensuing HR transformations, a new report finds, are driving a dramatic rise in the number of interim CHROs being asked to maintain continuity in times of change.
HRExecutive
APRIL 26, 2024
Uzair Qadeer, CHRO of the BBC Qadeer shared with me some ways the BBC uses technology as part of its HR strategy, including opportunities to digitize processes and provide employees with data. Activate integrates the behavioral science element Humu, which Perceptyx acquired in 2023.
HRExecutive
JULY 20, 2023
Why is it that more than half of companies remain unable (or perhaps unwilling) to develop CHRO-ready successors? Should we be proud of infusing non-HR talent into CHRO roles, or troubled by it? Further, it is common—and many would say likely—that a change in CEO will yield a change in CHRO. Is 50% readiness good enough?
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