New to the board: CHRO+
Korn Ferry’s Jane Edison Stevenson says the growing importance of HR pros has turned many into alter egos for CEOs—and even candidates for directorships.
Key takeaways
- How the CHRO role has evolved in the last few years
- The 3 traits required from today's CHRO
- The importance of the relationship between the CEO and the CHRO
Key takeaways
- How the CHRO role has evolved in the last few years
- The 3 traits required from today's CHRO
- The importance of the relationship between the CEO and the CHRO
Compensation committees are another area that could benefit from this type of CHRO role. Usually, they are a group of board members tasked with determining executive pay, but are too often siloed from the process of assessing talent and execution. In reality, as Korn Ferry vice chairman Dennis Carey has said, these three elements are interlinked. They’re so interlinked, in fact, that Korn Ferry vice chairman Robert Hallagan has argued that compensation committees should be changed to “Leadership and Talent Committees” to reflect the expanded scope they require. The CHRO+ would lead the charge in this area.
Going back to the boardroom story above, it turns out that the CHRO was also a director on that board—who had beaten out a CEO for her spot. It’s important to note that she also had prior experience in M&A and legal. In other words, she was the epitome of a CHRO+ — someone who isn’t just looking at their lane but scanning holistically across an organization and beyond their day-to-day accountabilities to be a real enterprise leader and strategic partner to the CEO and the executive team.
If you would like to speak further with one of our experts on the evolution of the CHRO role, contact us here.
