The Making of the Super CHRO | Queen's University IRC

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The Making of the Super CHRO

Philip C. Wilson, Bill Greenhalgh
Publication date: November, 2017
The Making of the Super CHRO

Today CHRO’s are judged on what they deliver and how they get things done. Aligning talent, fostering engagement, enabling common shared vision and values are critical elements in their toolkit. The CHRO has a vital role in shaping the direction of the organization and ensuring business success for all its shareholders. A tall order for sure but one that I believe we are fully equipped to deliver.   

In a previous article, Aligning HR Strategies to Create Business Success, I (Philip Wilson) described a Human Resources Framework encapsulating the five components which I propose are the knowledge competency base that are requisite elements for CHRO success:

  1. Strategic Business Planning and HR Alignment
  2. Talent Acquisition Allocation and Management
  3. People Management
  4. Compensation, Rewards and Recognition
  5. Employee and Leadership Professional Development

This article gives more detail on item 1 above - Strategic Business Planning and HR Alignment. The intent is to provide the reader with a deeper insight and focus on the strategic business planning process and how CHRO’s can help align HR with the overall strategic business priorities of the firm. That activity must include consideration of areas such as board governance, corporate vision, mission, values, logic modelling and how the strategy is executed. Bill Greenhalgh, currently President and Chief Executive Officer Stratx Inc., provides insights from a CEO’s perspective.