Mindset of a CHRO – leadership book (e-book)

People are every company's biggest cost and biggest opportunity, and the CHRO is the executive responsible for both. Great CHROs are business leaders first: they shape the organization, find and grow talent, design pay and performance systems that drive results, build culture, guide the CEO through the hardest people decisions, and keep the company safe, fair and compliant. This book explains how they think: the mindset shifts from HR administrator to business partner, how a CHRO spends the week, the decisions that matter most, talent, leadership and succession, culture and engagement, pay and performance, change and restructuring, AI and the future of work, the traps, and a 90-day plan.

• The mindset shifts from HR administrator to strategic business partner
• Talent, leadership, succession, culture and pay from the CHRO's chair
• Guiding the CEO through change, restructuring and the hardest people decisions
• A 90-day plan and a self-assessment for new and aspiring CHROs
• Approx. 24 pages
• EPUB for e-readers and PDF for phone, tablet or print

A Seat at the Table, and What to Do With It

For years, HR leaders talked about wanting a seat at the table. In most companies, they now have one. The question is what they do with it.

The Chief Human Resources Officer, sometimes called the Chief People Officer, is responsible for the company's people: how many it has, who they are, how they're organized, how they're paid, how they perform, how they develop, and how they feel about working there. In most companies, people costs are the single largest expense. And in almost every company, the quality of people and leadership is what separates winners from the rest.

What the CHRO does

• Organization: designing structures and roles that let the strategy work.
• Talent: attracting, hiring, developing and keeping the people the company needs.
• Leadership: building leaders at every level, and planning succession for key roles.
• Performance and rewards: pay, benefits, incentives and performance management.
• Culture and engagement: how it feels to work here, and whether people give their best.
• Employee relations and compliance: fair treatment, labor law, health and safety, investigations.
• HR operations: payroll, systems, data and the employee experience.

The CEO's closest adviser

In many companies, the CHRO becomes one of the CEO's closest advisers, often the one the CEO turns to first on the hardest decisions: Should we replace this executive? How do we tell the company about layoffs? Who should succeed me? That trust has to be earned, and it depends on being seen as a business leader first and an HR specialist second.

… The excerpt continues in the book.

1. A Seat at the Table, and What to Do With It
2. The Seven Mindset Shifts
3. How a CHRO Spends the Week
4. The Decisions That Matter Most
5. Talent: Finding, Growing and Keeping the Best
6. Building Leaders at Every Level
7. Culture and Engagement
8. Performance and Rewards
9. Leading Through Change and Restructuring
10. People Data and AI
11. Building a Strong HR Team
12. Onboarding and the Employee Experience
13. Health, Safety and Wellbeing
14. Investigations and Difficult Cases
15. Communicating as CHRO
16. Relationships
17. The Traps
18. Your First 90 Days
19. Self-Assessment

Format: E-book as EPUB (Apple Books, Kobo, Google Play Books, Kindle via “Send to Kindle”) and PDF.. Made with the help of AI and tested by our quality control. Not tax, accounting or legal advice. Terms and right of withdrawal