CHROs need ninja‑level communication skills to transform entrenched HR processes. Want to launch an ambitious new talent strategy? You need to effectively communicate it to, and win buy‑ins from, key stakeholders across the company, from C‑suite executives to recruiters and even workers who may need to learn new skills as their roles evolve to meet business objectives.
“If I’m a good HR leader, I have a vision and skills so that I can communicate my vision clearly,” says Cole.
Smart CHROs listen to “upstream” feedback from employees and recognize when old HR processes are no longer working. That includes having a hiring and growth strategy that accounts for changing workforce dynamics. In the United States, more than 40% of workers are currently engaged in “alternative employment” such as contingent and gig work, according to a 2018 Deloitte study. This sector of the workforce has grown by 36% in the past five years alone.
Forward‑leaning CHROs don’t just fill positions. They think about building teams with the right mix of full‑time staff and project‑based freelancers. At the same time, they future‑proof their talent pool by reskilling and upskilling employees for evolving business objectives.
For CHROs to succeed on these shifting sands, they will need to lead the way from old HR processes into digitally advanced ones. “It will be important to know traditional HR,” Cappelli says, “but also be open‑minded enough to alternative ways to solve traditional HR challenges.”