Jemar Ward SHRM-SCP, CLC’s Post

The role of Chief HR Officers (#CHROs) is transforming remarkably. In his enlightening piece, Jackson Lynch delves into how CHROs are now pivotal in orchestrating the symphony of #talent, #technology, and #strategy. Gone are the days when #HR was solely about workforce management. Today's CHROs are leveraging technology and data analytics to revolutionise HR practices, making data-driven decisions to optimise talent management and workforce planning. The metaphor 'organizational jazz' 🎷brilliantly encapsulates the CHRO's role in balancing between structured approaches and the freedom for talent to innovate. Read here: https://lnkd.in/d9C_Q9FY #digitaltransformation #humancapital #futureofwork

Learn how Erica Driskell and Driskell Consulting can help you with providing value and expertise without the commitment through Fractional leadership! Message me to learn more and check out the Forbes article https://lnkd.in/dkx4eTX8

Leveraging fractional CHRO services can be a smart play for organizations looking for seasoned assistance to accelerate transformative growth. This employment model should be especially attractive for #startups and early-stage companies as they look beyond payroll administration and toward critical organizational success factors centered on HR strategy, talent, leadership, org design, and culture. Reach out to Centri's HR Advisory team to discuss how we can help you. #Centri #hradvisory #fractionalCHRO #fractionalhr

#Forbes has shared how companies are increasingly turning to fractional CHROs to help them achieve their organisational goals. In 2024, these experienced HR professionals will offer a range of benefits, from strategic leadership to operational support during an ongoing time of uncertainty, making them invaluable assets to any company seeking to drive growth and improve performance. I have seen first-hand the positive impact that fractional CHROs can have on businesses of all sizes and here are some examples: 1. Strategic HR Planning 2. Leadership Development 3. Employee Engagement 4. Talent Acquisition 5. Performance Management 6. Diversity and Inclusion 7. Change Management 8. Compliance and Risk Management 9. Compensation and Benefits 10. HR Technology 11. Organisational Culture 12. Training and Development 13. Succession Planning 14. Workforce Planning 15. HR Metrics and Analytics Read the article in full here RENOIR exists to empower the world's changemakers and we do this by providing access to interim executive, fractional, and superstar contractor support, at pace. #HRLeadership #FractionalCHRO #BusinessStrategy

Thrilled to see the evolving landscape of the #CHRO role discussed in this insightful piece by McKinsey & Company! As a CHRO, #embracingchange and fostering #innovation within HR is crucial. Let's prioritize the 'human' in Human Resources while adapting to new operating models.  https://lnkd.in/gCzts-e8

A new wave of chief #HR and people officers are bedding in at companies, following high churn last year. And they’re going to need eyes in the backs of their heads, to solve today’s and future work needs. To say the role of chief HR and people officers has stretched over the last few years, would be an understatement. With the current headwinds organizations face today, #CHROs are under pressure to exhibit strong business acumen alongside their more traditional remits surrounding talent acquisition and people management, so they can win over boards and answer strategic questions around how talent strategy and performance correlate to profit-loss, experts say. #humanresources

Changes in how organizations are structured and how they prioritize their employees have led to many positive adaptations in recent years. When we rethink and challenge old practices that aren't working well in our organizations, it's important to focus on the fundamental aspects that drive our organizations. 💡 A new trend that's quickly gaining popularity is a shift from traditional HR practices to something called People Operations (or simply People Ops). These are the two most crucial components of any business. People are the most valuable resource, opportunity, and expense, while operations are how a company fulfills its purpose. 🤝 When you combine these two aspects into "People Operations," it creates a people-centered approach that empowers the workforce and fuels growth. By automating traditional #HR tasks, #PeopleOps moves away from administrative work and places the focus on people and productivity. 🏆 Placing people and operations at the core of your HR and business strategies isn't as complicated as it might sound. In fact, it can give your company a competitive edge. After all, we can agree that people are among the most valuable assets in any company. When companies foster personal connections with their employees and understand their strengths, weaknesses, and even details about their lives that affect their work they in turn can better understand what motivates their employees, leading to increased loyalty, resilience, and productivity. This advantage also helps in the competition for talent, as retaining employees can be more challenging than hiring them, making a "people operations" approach more appealing than traditional HR. What have you experienced, implemented, or are you in pursuit of trying at your company that supports a shift from a traditional HR to a People Ops approach? #HR #Talent #Transformation

Why Is It So Hard To Be A Chief HR Officer (CHRO)? Excellent insights by Josh Bersin In today's fast-evolving business environment, the role of Chief HR Officer (CHRO) stands out as one of the most critical positions in the C-suite. With AI reshaping industries, the responsibilities of the CHRO have expanded significantly. Jack Welch famously considered the CHRO as the second most significant job in a company. Post-pandemic, organizations are grappling with a myriad of people-related challenges, such as hybrid work arrangements, rising employee stress levels, and decreased job satisfaction. This shift has empowered employees to demand flexibility, better compensation, and enhanced benefits, reshaping the traditional company-employee dynamic. The ongoing labor shortage, exacerbated by declining fertility rates and retiring baby boomers, has pushed unemployment rates to historic lows. Conventional hiring methods are proving ineffective, resulting in recurrent hiring and layoffs. CHROs must pivot towards hiring models centered on productivity and internal mobility to navigate this complex landscape. As businesses veer away from traditional structures towards flat, cross-functional setups, companies like Bayer, ING Bank, and Netflix are championing "The Dynamic Organization." This shift towards agility and speed-to-market places CHROs at the helm of organizational transformation, where they are redefining job frameworks, compensation structures, leadership roles, performance assessments, skill enhancement programs, and career progression strategies. Source: joshbersin

As we emerge from a post-pandemic world, the Return to Office (RTO) debate continues. Traditional CEOs and leaders often push for a return to the office, while younger generations, and parents advocate for flexible work arrangements. According to the McLean 2024 HR Trends Report and Gartner, this conversation is far from settled, creating tension between leaders and HR departments. The pandemic proved remote work's effectiveness but also highlighted isolation's impact on mental health. HR is caught between leadership's desires and employees' preferences, risking trust and employee experience. CEOs and leaders, own your RTO decisions. It's okay to decide that employees should be in the office, but stand up and own that decision, especially if it's unpopular. Transferring the ownership of returning to the office to HR/People teams is unfair and undermines the trust they have worked so hard to build. Worse, it does not allow your authentic voice as a CEO/leader to come forward. Once you have communicated your decision and the rationale, your HR team can help you reinforce your message. They can also provide you valuable insights on how the message is being received and tips on how to manage reactions. Your HR/People teams should be a trusted resource for employee concerns and feedback, not the enforcers of unpopular policies. #RTO #OwnYourDecision #CEO #officepolitics For a more detailed article on this topic, visit www.thefractionalchro.ca Ready to make informed RTO decisions? Contact The Fractional CHRO for expert guidance and support.