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Why More CHROs Are Being Tapped for Board Seats, And How to Position Yourself

Uncategorized May 13, 2025

If you still think CHROs don’t belong in the boardroom, it’s time for a perspective shift.

✅ HR is now a business driver. Talent risk is one of the top concerns for boards today, alongside cybersecurity, financial risk, and governance.

✅ You bring more than just “comp expertise.” Boards are looking at CHROs for their experience in M&A, business strategy, and enterprise risk management.

✅ The old rules no longer apply. Boards are actively seeking diverse leaders, and many are adding seats specifically for HR expertise.

How CHROs Can Position Themselves for a Board Seat:

Think beyond HR. Highlight your experience in M&A, IPOs, financial strategy, or governance, not just people and culture.
Get fluent in financials. No one expects you to be a CFO, but you need to understand the P&L and strategic levers of the business.
Build your board bio. CHROs who land board seats know how to market themselves as business leaders—not just HR experts.
Network strategically. Many board o

The CHRO’s Hidden Superpower: Developing a Consultative HR Team

Uncategorized May 09, 2025

You think…

To elevate HR’s influence, you need more data, more business acumen or more executive buy-in.

But really…

The key to business impact isn’t in the numbers—it’s in the approach. The best CHROs don’t wait for a seat at the table; they train their HR teams to lead discussions that matter.

The difference between being seen as a compliance function versus a business driver comes down to:

✅ Shifting HR from order taker to trusted advisor

✅ Modeling consultative behavior in the C-suite

✅ Empowering your HR leaders to ask better questions and challenge assumptions

That’s exactly what we cover in this lesson in CHRO School: 📌 From Order Taker to Trusted Advisor: A CHRO’s Guide to Elevating HR’s Business Impact

Inside this course you’ll get:

✔ A 5-step framework to coach your HR team into strategic advisors

✔ Downloadable coaching prompts to help them develop consultative skills

✔ A guide to gradually introducing HR leaders into executive meetings so they learn by...

The Shortcut to Strategic HR Leadership

Uncategorized Apr 30, 2025

How long did it take for your C-suite to see HR as a business accelerator? If you are like most CHROs I know, it was not overnight.

Late nights, trial and error, and the constant push to move HR beyond a support function - it is exhausting. And even when you succeed, the game does not stop. The best CHROs keep learning, adapting, and staying ahead.

After working with hundreds of CHROs, I have seen what separates those who drive real business impact from those who stay stuck. The most successful CHROs actively sharpen five critical skills that position HR as a business accelerator.

1. Staying Relevant and Leading the Future of HR

Most CHROs know they need to stay ahead of trends - but who has time to read everything? Those who keep their edge develop a system for continuous learning, focusing on insights that actually impact business strategy.

Inside CHRO School: A shortcut to staying sharp without information overload, plus Summaries That Save Time (STST) for

...

How CHROs Stay Ahead Without Adding More to Their Plate

Uncategorized Apr 22, 2025

You think staying relevant as a CHRO means reading every new report, attending every conference, and keeping up with every new HR trend.

But really, the most strategic CHROs don’t waste time chasing information—they build a personal board of advisors that acts as an early warning system for business risks and opportunities.

Think about it:

🔹 How many decisions could you make faster if you had trusted CHRO peers sharing real-time insights?

🔹 How much time would you save if other CHROs vetted vendors for you before you even considered them?

🔹 What if you could see industry shifts coming months ahead of time instead of reacting too late?

🔍 If you just take a structured approach to building your personal board of advisors, you’ll shortcut your way to faster decisions and better outcomes—without adding more to your plate.

Then you’ll get:

✅ A trusted network that gives you insights before trends become mainstream

✅ Faster, smarter decision-making without second-gues...

How CHROs Can Build a Rockstar HR Leadership Team to Escape the Tactical HR Treadmill

Uncategorized Apr 15, 2025

You think the key to hiring a great HR leadership team is prioritizing experience - because hard skills like Total Rewards, Talent Management, and L&D are non-negotiable.

But really, the biggest hiring mistakes don’t happen because someone lacks technical skills. They happen because a hire doesn’t have the influence, problem-solving ability, or consultative mindset needed to succeed.

📌 92% of talent professionals say soft skills matter as much as hard skills.

📌 89% of hiring failures happen due to soft skills gaps—not missing experience.

⭐️ Hiring for Rockstar Potential (RSP) solves this.

The AAA Litmus Test for Hiring HR Leaders:

1️⃣ Aptitude – Critical thinking, business acumen, and the ability to connect the dots.

2️⃣ Attitude – Ownership mindset and a refusal to fail.

3️⃣ Appreciation – The drive to grow, instead of “been there, done that” complacency.

One CHRO from our Mastermind shared how hiring a business leader (instead of an HR veteran) for an HRBP role tr...

You Know You Have Made It As A CHRO When....

Uncategorized Mar 26, 2025

CHROPartners

You Know You Have Made It As A CHRO When....

20:49

Reflecting on the stories shared within our CHRO Mastermind community, it’s inspiring to see members reach moments that signal true impact. These aren’t just "HR wins"; they demonstrate the strategic influence and leadership that define the role of a Chief Human Resources Officer. Here are some signs that you’ve truly made it:

Your CEO tells his direct reports to come talk to you first about solutioning a challenge.
An outside management consultant asks what business unit you run, assuming you’re more than "just" HR.
You get to spend 80% of your time on the business and not the HR work.
Your team is able to handle C-suite meetings without you.
HR is a feeder system for talent into the business.
You never have openings in HR because everyone else in the organization wants to work in your team.
The CIO wants to adopt your strategic HR business partner model.
Your CEO asks you to recruit the next board member.
Your peers in the C-suite call you the "CEO Whisperer."
You...

Employees Don’t Always Leave Because of Their Bosses or Compensation

Uncategorized Mar 26, 2025

Someone I know has been working long hours because of the high demand for their skill set. That’s a good thing. Their clients appreciate them immensely, their peers offer high praise, and the compensation is fair—plus, the incentives have no limits. All good, right?

But.

When it takes three hours to book flights, when they have to take a connection just to save $100—those become little blisters. Tiny annoyances that seem insignificant but, over time, start rubbing the wrong way. Even when their boss’s boss’s boss calls to say how much they’re valued, the blister still grows. Because when you’re already working 65-70 hours a week, spending another three hours just to book travel isn’t a minor inconvenience—it’s lost time, lost focus, and ultimately, lost productivity.

And the worst part? The company is so big that even the top leadership can’t easily fix these kinds of employee experience issues that slowly wear down star performers.

And when employees are working at a sprinter’s pa...

What It’s Really Like to Be in a CHRO Mastermind Group

Uncategorized Mar 25, 2025

What It’s Really Like to Be in a CHRO Mastermind Group

At the top of the HR world, the air can get thin. That is why we created CHRO Mastermind Groups ~ to give high-level HR leaders a place to grow, connect, and belong.

In this episode, hear directly from members of our community
✨ Aja Howell (CHRO, GuideStone Financial Resources)
✨ Amy Webb (CHRO, Tronox)
✨ Chelle O'Keefe (Chief People Officer, Platinum Dermatology Partners)
✨ Maruchy Cantu (Chief HR & Administrative Officer, and Board Member, DFW Airport)
✨ Melissa Goebel (Chief People Officer, Graco Roberts and formerly CHRO of YPO)

They share what it is like to

✅ Transition into CHRO roles with confidence
✅ Build deep and lasting peer relationships
✅ Get honest input in a safe and vendor free environment
✅ Grow faster by learning from others’ hard earned lessons
✅ Find a community that truly gets it

Whether you are a new CHRO or a seasoned CPO, this is more than a network. It is your personal board of directors.

🎥 Watch now...

How AI is Reshaping the Role of CHROs & Chief People Officers With Jamie Mackenzie, IBM

Uncategorized Mar 25, 2025

CHROPartners

How AI is Reshaping the Role of CHROs & Chief People Officers With Jamie Mackenzie, IBM

47:13

In this vlog interview, I sat down with Jamie Mackenzie, HR and Talent Transformation Advisory Lead at IBM, to discuss how AI and automation are transforming the role of CHROs and Chief People Officers.

You'll learn about the four key types of AI and automation impacting HR and talent management today:

✅ Robotic Process Automation (RPA) – Automates repetitive, structured tasks to improve efficiency.
✅ Traditional AI – Uses data-driven decision-making to enhance HR processes.
✅ Generative AI – Creates content, assists with job descriptions, and personalizes employee experiences.
✅ Agentic AI – The next frontier, capable of autonomously handling complex HR transactions.

This is critical for CHROs and Chief People Officers because these AI advancements are reshaping HR operating models, improving recruiting and retention, and helping organizations reskill and upskill their workforce.

We also discuss the importance of "prompt engineering", a key skill HR leaders must ...

What CEOs Really Want From Their CHRO:

Uncategorized Mar 13, 2025

As a Chief HR Officer, you've likely encountered different types of CEOs. Some want tactical HR leaders-they expect you to “just do the HR job.” They see HR as a support function, responsible for payroll, compliance, and hiring, but they don’t envision HR playing a significant role in strategic business decisions.

Others, however, want strategic talent management initiatives. They talk about pipelines, leadership development, and culture transformation. But even these CEOs may not fully grasp the foundational HR work—like effective systems, consistent processes, or even accurate data—that has to be in place for those strategies to succeed.

The challenge? There’s no one-size-fits-all solution for becoming a trusted advisor to your CEO. And many CHROs fall into the trap of thinking their technical knowledge of HR processes or best practices is enough to secure and sustain their influence. The reality is, that’s only part of the equation.

The Trap of “Presenting” vs. “Discov...

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