What Does a Chief Human Resources Officer Do?
A chief human resources officer is the top executive responsible for developing and executing the organization’s human capital strategy. Reporting directly to the CEO, the CHRO oversees all aspects of HR, including talent acquisition, total rewards, performance management, learning and development, DEI, employee relations, and culture.
The CHRO ensures that HR practices align with business objectives and legal requirements while shaping a workplace environment that attracts, retains, and develops top talent. This role requires both strategic vision and operational excellence, influencing everything from executive hiring to workforce restructuring and cultural transformation.
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Chief Human Resources Officer Core Responsibilities
- Develop and lead enterprise-wide HR strategy aligned with organizational goals
- Oversee all HR functions including recruitment, compensation, compliance, and employee relations
- Lead workforce planning, succession, and organizational development initiatives
- Guide executive team and board on HR matters including culture, retention, and restructuring
- Champion DEI efforts and drive inclusive workplace culture
- Manage labor law compliance and maintain up-to-date HR policies and procedures
- Direct learning, development, and leadership programs across the organization
- Lead employee engagement initiatives and internal communications
- Evaluate HR technology and implement process improvements
Required Skills and Qualifications
Hard skills
- Deep knowledge of employment law, compensation structures, and HRIS platforms
- Expertise in strategic planning, talent management, and organizational design
- Experience with M&A, workforce integration, and executive coaching
- Strong command of HR metrics, analytics, and reporting tools
Soft skills
- Inspirational leadership and emotional intelligence
- Strong communication and conflict resolution skills
- Change management and cultural transformation expertise
- Cross-functional collaboration and executive influence
Educational requirements
- Bachelor’s degree in human resources, business, or a related field
- Master’s degree in HR, business administration, or organizational psychology preferred
Certifications
- SPHR, SHRM-SCP, or other senior-level HR certification highly preferred
Preferred Qualifications
- 10+ years of progressive HR leadership experience
- Prior experience leading HR in multi-site or global organizations
- M&A, restructuring, or rapid-growth HR leadership experience
- Proven record of driving measurable improvements in culture, engagement, or retention
National Average Salary
CHRO salaries vary by experience, industry, organization size, and geography. Click below to explore salaries by local market.
The average national salary for a Chief Human Resources Officer (CHRO) is:
$205,322
Sample Job Description Templates for Chief Human Resources Officers
Interim CHRO
Position Overview
An interim CHRO provides temporary executive HR leadership during periods of transition, such as leadership change, M&A activity, or HR restructuring. This role ensures continuity in people operations, compliance, and strategic alignment.
Responsibilities
- Oversee HR operations, staffing, and compliance during transition
- Maintain continuity of leadership development, employee engagement, and talent strategy
- Assess HR team strengths and identify areas for optimization
- Guide leadership on succession planning and organizational design
- Ensure seamless handoff to incoming permanent CHRO
Requirements
Hard skills
- Enterprise-level HR systems and compliance knowledge
- HR assessment, audit, and realignment capabilities
Soft skills
- Fast onboarding and executive presence
- Stability and clear communication during periods of change
Educational requirements
- Bachelor’s degree required; master’s or MBA preferred
Certifications
- SPHR or SHRM-SCP preferred
Preferred Qualifications
- 10+ years of HR leadership experience
- Prior interim or transition leadership roles
Fractional CHRO
Position Overview
A fractional CHRO offers part-time or contract-based HR leadership to small or mid-sized companies. This role is ideal for organizations needing senior HR expertise without the need for a full-time executive.
Responsibilities
- Provide strategic HR counsel on talent, compliance, and culture
- Build HR policies, handbooks, and core operations
- Oversee hiring processes, compensation planning, and onboarding
- Support leadership coaching, performance reviews, and employee engagement
- Ensure employment law and regulatory adherence
Requirements
Hard skills
- Broad HR functional knowledge, from recruitment to compliance
- Ability to build scalable HR systems for growing companies
Soft skills
- Efficiency and time management across clients or departments
- Strategic thinking in limited-resource environments
Educational requirements
- Bachelor’s degree required; HR graduate training or MBA preferred
Certifications
- SPHR, SHRM-SCP, or equivalent strongly preferred
Preferred Qualifications
- 10+ years in HR leadership
- Experience supporting multiple small or growth-stage businesses
Startup CHRO
Position Overview
A startup CHRO designs and builds the HR function from the ground up, ensuring scalable people operations, cultural alignment, and compliance as the organization grows rapidly.
Responsibilities
- Establish recruiting, onboarding, and employee lifecycle systems
- Build compensation plans, benefits programs, and internal policies
- Drive company culture, DEI, and leadership development from day one
- Ensure HR tech stack and compliance policies are in place
- Support organizational scaling, including role definition and hiring strategy
Requirements
Hard skills
- Startup hiring, comp structuring, and HR system implementation
- Employment law and early-stage compliance
Soft skills
- Entrepreneurial thinking and resilience
- Culture-first, people-focused leadership
Educational requirements
- Bachelor’s in HR or business; MBA preferred
Certifications
- Not required, but SHRM-SCP or SPHR is a plus
Preferred Qualifications
- Experience scaling a startup from early to growth stage
- Prior HR buildout in VC-backed or founder-led companies
Global CHRO
Position Overview
A global CHRO leads HR strategy across international markets, aligning talent operations with local regulations, cultural expectations, and enterprise goals.
Responsibilities
- Oversee HR operations across multiple countries or regions
- Align global workforce planning with strategic growth targets
- Ensure compliance with regional employment laws and data privacy regulations (e.g., GDPR)
- Harmonize compensation, benefits, and talent development globally
- Lead cross-cultural DEI initiatives and global mobility policies
Requirements
Hard skills
- International labor law and compliance expertise
- Global HR systems implementation and workforce analytics
Soft skills
- Cultural fluency and global communication
- Leadership across diverse teams and regions
Educational requirements
- Bachelor’s degree required; master’s preferred
Certifications
- SHRM Global Professional (SHRM-GPHR) or equivalent preferred
Preferred Qualifications
- 10+ years of HR leadership with global team oversight
- Experience in multinational or matrixed organizations
Nonprofit CHRO
Position Overview
A nonprofit CHRO drives mission-aligned talent strategy, balancing compliance, culture, and financial stewardship to support program success.
Responsibilities
- Manage hiring, development, and retention of mission-driven staff
- Ensure HR policies support regulatory and donor compliance
- Partner with executive and board teams on workforce planning
- Oversee volunteer engagement and staff wellbeing programs
- Develop DEI and culture-building initiatives
Requirements
Hard skills
- Nonprofit HR compliance (FLSA, grant-funded roles)
- Compensation structuring and restricted fund planning
Soft skills
- Mission-driven leadership and interpersonal trust
- Transparency and diplomacy in resource-limited settings
Educational requirements
- Bachelor’s degree required; nonprofit management training a plus
Certifications
- SPHR, SHRM-SCP, or nonprofit HR certifications preferred
Preferred Qualifications
- 7+ years in nonprofit HR leadership
- Experience working with boards and multi-program organizations