As everyone in the industry knows, the look and function of

Human Resources is changing drastically. HR leaders, from manager

to CHRO, need to be leading the charge into the future.

What does the future of HR leadership look like?

The Modern HR Leader

PAST FUTURE
TITLE

CHIEF HUMAN RESOURCES OFFICER CHIEF PEOPLE OFFICER

The outdated “human resources” The title change places emphasis on
is reminiscent of more industrial days. people analytics and understandings
People are no longer resources of the modern era.
to be used up.

REPORTS TO

CHIEF LEGAL OFFICER CHIEF EXECUTIVE OFFICER

Many HR teams are currently grouped Progressive organizations will make
under the legal function of an organization. People Operations a business function in
its own right, demonstrating its importance
to the entire organization.

EDUCATION & EXPERIENCE

AT LEAST 15 YEARS IN THE PEOPLE OPERATIONS

HUMAN RESOURCES FIELD EXPERIENCE NOT NECESSARY
Today, Human Resources is filled Instead of process knowledge,
with jargon and complicated process. HR Leaders must now possess great
The field has a steep learning curve business savvy. More are coming from
without any prior experience. consultancies or unrelated fields.
An uptick in advanced I/O Psych
degrees will flood the field.

COMPETENCIES

DATA COLLECTION & ARCHITECTURE DEEP STATISTICAL SKILLS

Big data has given HR access to an & UNDERSTANDINGS
overwhelming amount of information.
HR Leaders must be experts in
Strong HR leaders must be able to manage
analyzing and understanding complex sta-
the administration of data collection and set
tistics, constantly connecting the dots be-
processes to organize this data.
tween multiple data sets.

INITIATIVE MANAGEMENT
HR departments are measured PRIORITIZATION
by how much they “do” — HR departments will be measured on how
often, in the form of multiple much they accomplish — namely, how
initiatives. These leaders they improve the organization. These
must be able to juggle many leaders must be experts at analyzing
projects at once. potential efforts to maximize impact.

PHILOSOPHIES

Human Resources is an administrative People Operations is a strategic

function that supports the success department that drives the success of
of ourorganization. We ensure that our organization. We give managers the
teams can contribute to the organization. resources to empower their employees.

RESPONSIBILITIES .

ORGANIZATIONAL TALENT LOCAL EMPLOYEE PERFORMANCE

MANAGEMENT In 2020, People Operations is the
everpresent coach, providing managers
HR Leaders are responsible for
with the tools they need to improve
codifying employee skills and matching
and retain employees.
employees with appropriate roles.

COMPENSATION & BENEFITS STORYTELLING

Though the CHRO of today As our world experiences new
spends a great deal of time threats to unemployment (AI,
building compensation and benefits economic events, etc.), the HR leader
strategy, most of this work will must be able to assuage fears and
be outsourced in the near future. build confidence in employees.

COLLABORATES WITH

OUTSIDE CONSULTANTS INFORMATION TECHNOLOGY

CHROs of today have the data, HR Leaders no longer focus on administering
but they need help understanding it. surveys and initiatives, but they need IT
to help them automate the processes.

MULTIPLE COES
HR is a very siloed department, FINANCE
collaborating among many As a driver of organizational strategy,
internal Centers of Excellence. it is required that HR Leaders demonstrate
tremendous financial knowledge.
They’ll also need to advocate for large
investments in tools and talent.

SCORECARD

• Number of New Initiatives Launched Return on Investment

• Number of Initiatives Completed Increase in Employee Performance
• Length of Employment Time to Develop Competencies
• Employee Engagement Employee Engagement
• Turnover Rate Retention Health

Check out how leading organizations are increasing employee

performance and engagement with tools to understand the big
picture, take action, and make work better. Learn More

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