Skip to main content
  • Foundation
  • Executive network
  • CEO Circle
  • SHRM Business
  • Linkage Logo
  • Store
  • Sign In
  • Account
    • My Account
    • Logout
    • Global
    • India
    • MENA
SHRM
About
Book a Speaker
Join Today
Renew
Rejoin Now
Renew
  • Membership
  • Certification
    Certification

    Smiling asian student studying in library with laptop books doing online research for coursework, making notes for essay homework assignment, online education e-learning concept
    Get Certified!

    Be recognized as an HR leader with your SHRM-CP or SHRM-SCP credential.

    • How to Get Certified

      Demonstrate your ability to apply HR principles to real-life situations. No other HR certification compares.

      • How to Get Certified
      • Eligibility Criteria
      • Exam Details and Fees
      • SHRM-CP
      • SHRM-SCP
      • Which Certification is Best for Me
      • Certification FAQs
    • Prepare for the Exam

      Give yourself the best chance to pass your SHRM certification exam.

      • Exam Preparation
      • SHRM BASK
      • SHRM Learning System
      • Instructor-Led Learning
      • Self-Study
      • Study Aids & Add-ons
    • Recertification

      Recertify your SHRM Credentials before your end date!

      • Specialty Credentials
      • Qualifications
  • Topics & Tools
    Topics & Tools

    Stay up to date with workplace news and leverage our vast library of resources to streamline day-to-day HR tasks.

    The white house in washington, dc.
    Executive Order Impact Zone

    Do not abandon, but evaluate and evolve. It is about legal, equal opportunity for all.

    • News & Trends

      Follow breaking news and emerging workplace trends.

      Legal & Compliance

      Stay informed on workplace legal updates and their impacts.

      From the Workplace

      Explore diverse perspectives from your peers on today's workplaces.

      Flagships

      Get curated collections of podcasts, videos, articles, and more produced by SHRM.

    • HR Topics
      • AI in the Workplace
      • Civility at Work
      • Compensation & Benefits
      • Inclusion & Diversity
      • Talent Acquisition
      • Workplace Technology
      • Workplace Violence Prevention
      SEE ALL
      SHRM Research
    • Tools & Samples

      Access member resources and tools to streamline HR tasks.

      • Forms & Checklists
      • How-To Guides
      • Interactive Tools
      • Job Descriptions
      • Policies
      • Toolkits
      SEE ALL
      Ask an Advisor
  • Events & Education
    Events & Education

    SHRM25 in San Diego, June 29 - July 2, 2025
    Join us for SHRM25 in San Diego

    Register for the World’s Largest HR Conference being held on June 29 - July 2, 2025

    • Events
      • SHRM25
      • The AI+HI Project 2025
      • INCLUSION 2025
      • Talent 2026
      • Linkage Institute 2025
      SEE ALL
      Webinars
    • Educational Programs

      Designed and delivered by HR experts to empower you with the knowledge and tools you need to drive lasting change in the workplace.

      Specialty Credentials

      Demonstrate targeted competence and enhance credibility among peers and employers.

      Qualifications

      Gain a deeper understanding and develop critical skills.

    • Team Training & Development

      Customized training programs unique to your organization’s needs.

  • Business Solutions
  • Advocacy
    Advocacy

    Make your voice heard on public policy issues impacting the workplace.

    Advocacy
    SHRM's President & CEO testifies to Congress on "The State of American Education"
    • Policy Areas
      • Workforce Development
      • Workplace Inclusion
      • Workplace Flexibility & Leave
      • Workplace Governance
      • Workplace Health Care
      • Workplace Immigration
      State Affairs

      SHRM advances policy solutions in state legislatures nationwide.

      Global Policy

      SHRM is the go-to for global HR leaders and businesses on workplace matters.

    • Advocacy Team (A-Team)

      SHRM’s A-Team is a key member benefit, giving you the tools, insights, and opportunities to shape workplace policy and drive real impact.

      Take Action

      Urge lawmakers to support policies that create lasting, positive change.

      Advocacy & Legislative Resources

      Access SHRM’s curated policy materials and content.

    • SHRM-Led Coalitions
      • Generation Cares
      • The Section 127 Coalition
      • Learn More & Partner with SHRM Government Affairs
  • Community
    Community

    Woman raising hand in group
    Find a SHRM Chapter

    Easily find a local professional or student chapter in your area.

    • Chapters

      Find local connections from over 607 chapters and state councils and create your personalized HR network.

      SHRM Connect

      Post polls, get crowdsourced answers to your questions and network with other HR professionals online.

      SHRM Northern California

      Join SHRM members in the greater San Francisco Bay area for local events and networking.

    • Membership Councils

      Learn about SHRM's five regional councils and the Membership Advisory Council (MAC).

      • Membership Advisory Council
      • Regional Councils
    • Volunteers

      Learn about volunteer opportunities with SHRM.

      • Volunteer Leader Resource Center
Close
  • Membership
  • Certification
    back
    Certification
    Smiling asian student studying in library with laptop books doing online research for coursework, making notes for essay homework assignment, online education e-learning concept
    Get Certified!

    Be recognized as an HR leader with your SHRM-CP or SHRM-SCP credential.

    • How to Get Certified

      Demonstrate your ability to apply HR principles to real-life situations. No other HR certification compares.

      • How to Get Certified
      • Eligibility Criteria
      • Exam Details and Fees
      • SHRM-CP
      • SHRM-SCP
      • Which Certification is Best for Me
      • Certification FAQs
    • Prepare for the Exam

      Give yourself the best chance to pass your SHRM certification exam.

      • Exam Preparation
      • SHRM BASK
      • SHRM Learning System
      • Instructor-Led Learning
      • Self-Study
      • Study Aids & Add-ons
    • Recertification

      Recertify your SHRM Credentials before your end date!

      • Specialty Credentials
      • Qualifications
  • Topics & Tools
    back
    Topics & Tools

    Stay up to date with workplace news and leverage our vast library of resources to streamline day-to-day HR tasks.

    The white house in washington, dc.
    Executive Order Impact Zone

    Do not abandon, but evaluate and evolve. It is about legal, equal opportunity for all.

    • News & Trends

      Follow breaking news and emerging workplace trends.

      Legal & Compliance

      Stay informed on workplace legal updates and their impacts.

      From the Workplace

      Explore diverse perspectives from your peers on today's workplaces.

      Flagships

      Get curated collections of podcasts, videos, articles, and more produced by SHRM.

    • HR Topics
      • AI in the Workplace
      • Civility at Work
      • Compensation & Benefits
      • Inclusion & Diversity
      • Talent Acquisition
      • Workplace Technology
      • Workplace Violence Prevention
      SEE ALL
      SHRM Research
    • Tools & Samples

      Access member resources and tools to streamline HR tasks.

      • Forms & Checklists
      • How-To Guides
      • Interactive Tools
      • Job Descriptions
      • Policies
      • Toolkits
      SEE ALL
      Ask an Advisor
  • Events & Education
    back
    Events & Education
    SHRM25 in San Diego, June 29 - July 2, 2025
    Join us for SHRM25 in San Diego

    Register for the World’s Largest HR Conference being held on June 29 - July 2, 2025

    • Events
      • SHRM25
      • The AI+HI Project 2025
      • INCLUSION 2025
      • Talent 2026
      • Linkage Institute 2025
      SEE ALL
      Webinars
    • Educational Programs

      Designed and delivered by HR experts to empower you with the knowledge and tools you need to drive lasting change in the workplace.

      Specialty Credentials

      Demonstrate targeted competence and enhance credibility among peers and employers.

      Qualifications

      Gain a deeper understanding and develop critical skills.

    • Team Training & Development

      Customized training programs unique to your organization’s needs.

  • Business Solutions
  • Advocacy
    back
    Advocacy

    Make your voice heard on public policy issues impacting the workplace.

    Advocacy
    SHRM's President & CEO testifies to Congress on "The State of American Education"
    • Policy Areas
      • Workforce Development
      • Workplace Inclusion
      • Workplace Flexibility & Leave
      • Workplace Governance
      • Workplace Health Care
      • Workplace Immigration
      State Affairs

      SHRM advances policy solutions in state legislatures nationwide.

      Global Policy

      SHRM is the go-to for global HR leaders and businesses on workplace matters.

    • Advocacy Team (A-Team)

      SHRM’s A-Team is a key member benefit, giving you the tools, insights, and opportunities to shape workplace policy and drive real impact.

      Take Action

      Urge lawmakers to support policies that create lasting, positive change.

      Advocacy & Legislative Resources

      Access SHRM’s curated policy materials and content.

    • SHRM-Led Coalitions
      • Generation Cares
      • The Section 127 Coalition
      • Learn More & Partner with SHRM Government Affairs
  • Community
    back
    Community
    Woman raising hand in group
    Find a SHRM Chapter

    Easily find a local professional or student chapter in your area.

    • Chapters

      Find local connections from over 607 chapters and state councils and create your personalized HR network.

      SHRM Connect

      Post polls, get crowdsourced answers to your questions and network with other HR professionals online.

      SHRM Northern California

      Join SHRM members in the greater San Francisco Bay area for local events and networking.

    • Membership Councils

      Learn about SHRM's five regional councils and the Membership Advisory Council (MAC).

      • Membership Advisory Council
      • Regional Councils
    • Volunteers

      Learn about volunteer opportunities with SHRM.

      • Volunteer Leader Resource Center
Join Today
Renew
Rejoin Now
Renew
  • Store
    • Global
    • India
    • MENA
  • About
  • Book a Speaker
  • Foundation
  • Executive network
  • CEO Circle
  • SHRM Business
  • Linkage Logo
SHRM
Sign In
  • Account
    • My Account
    • Logout
Close

  1. Topics & Tools
  2. Workplace News & Trends
  3. CHROs Emerge as Strategic Partners Amid Workplace Changes
Share
  • Linked In
  • Facebook
  • Twitter
  • Email

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Vivamus convallis sem tellus, vitae egestas felis vestibule ut.


Error message details.

Copy button
Reuse Permissions

Request permission to republish or redistribute SHRM content and materials.


Learn More
News

CHROs Emerge as Strategic Partners Amid Workplace Changes

August 14, 2024 | Roy Maurer

chro leading meeting

CHROs and their peers in comparable positions have increasingly been elevated to a more critical strategic role following years of dynamic workplace transformation.

They are navigating rapid change and complexity as they align people strategy with business strategy while remaining flexible enough to meet fast-shifting conditions. In addition to attracting, retaining, and developing future-ready talent, HR executives must stay current with changing compliance regulations, evolving employee work behaviors and expectations, and emerging workplace technology.

“Absolutely the role is changing, and the past few years have accelerated that change,” said Laura Coccaro, chief people officer at iCIMS, a recruitment technology company in Holmdel, N.J. “The function has been evolving for quite some time, but we’re in the midst of a seismic shift, and CHROs are poised to be the strategic partner to help the C-suite navigate the road ahead.”

The role most definitely is changing, agreed Margie Harris, executive vice president and chief administrative officer overseeing HR at Tellurian, a liquefied natural gas (LNG) company in Houston.

“Five years ago, I would not have thought that my role would be so diverse,” she said. “Since then, I’ve managed through the pandemic; I’m managing hybrid and remote work styles, changing generational behaviors about work itself. And we still need to make sure that the workforce is prepared to execute to meet business goals.”

Vivek Arora, chief administrative officer and general counsel at SAM, an Austin, Texas-based geospatial services firm, said he managed the large disruptions of the past few years—COVID-19, wild swings in the labor market, the remote-work revolution—the best he could.

“There is no perfect way to address these types of situations,” said Arora, who is responsible for legal and IT as well as leading HR. “But I think one practice that helped me was taking a very thoughtful approach, gathering perspectives from all parts of the organization, and being very candid with our people about making mistakes and adjusting from those mistakes.

“Having that more honest approach was really helpful in building trust so we could navigate the challenges together.”

Another guiding principle was not overreacting to situations and instead letting things settle before making a decision, Arora said.

Jacqui Canney, chief people officer at ServiceNow, a workflow technology company in Santa Clara, Calif., said the more-elevated CHRO role means more responsibility, but also greater opportunity. 

“As HR leaders, we have a once-in-a-lifetime opportunity to redefine work,” she said. “We must use AI and emerging technologies to help our people thrive and grow, personalize their experiences, and boost overall performance and productivity.”

To be successful, Canney said, CHROs will need three critical strengths:

  • The ability to foster business and organizational change.
  • The capacity to develop the skills and talent for the future.
  • The agility to provide employees with the tools and experiences they will need to stay fully engaged and productive.

Business leaders have realized the impact that HR has on the business, Arora said. “HR is closer to the CEO now, and that has led to some who are thriving and some who are struggling,” he said.

“HR leaders need to communicate regularly with the CEO, the CIO, and the CFO to tackle key challenges and drive growth,” Canney said. “If the CHRO works in partnership with members of the C-suite, they will see the results in enhanced productivity and teamwork, the ability to attract talent, better decision-making, higher revenue, lower costs, and increased profitability.”

Harris said she loves serving in her HR leadership role. “Every day is different, being faced with new challenges. And I love to solve challenges,” she said. “To be a CHRO, you must like solving problems and have the curiosity to improve processes. And be able to adapt to change.”

A Range of Priorities

Top priorities for CHROs in the next 12 months include investing in and implementing artificial intelligence, enhancing employee development, strengthening retention, and optimizing workforce planning, according to an iCIMS survey of more than 1,000 HR leaders in the U.S.

CHROs are also focused on the organization’s bottom line, looking for new ways to measure business impact and deliver more value.

“I’m thinking through how we leverage AI, not just within the function of talent, but throughout the organization,” Coccaro said. “I find myself leading conversations about how AI is going to change our demands as an organization, the skill sets that we look for, the way that we think about our workforce, the way that work gets done, and how we engage with our employees.”

AI is also a key focus area for Canney at ServiceNow. “We have two key priorities: Use AI to accelerate business growth, and develop our people so they have the skills needed for today and in the future,” she said. 

“Leveraging AI effectively requires a winning talent strategy, not just a stellar technology strategy. We must stay ahead of the evolving job market by adopting a product mindset, keeping people at the center of everything, and concentrating on strategic workforce planning. We also need to prioritize continuous learning and skills development to prepare our employees for the jobs of the future.”

Developing talent at Tellurian is a top priority for Harris. So is figuring out how to retain talent in a highly competitive industry. “LNG is very competitive,” she said. “And we have to make sure we have the right talent ready and in place.”

Arora wants his team to focus on workplace culture and employee engagement, ensuring that employees know “that they have a voice, and we care about them. We’re making sure that we are doing all the things we can to let them know that they are a primary focus for us.”

Workforce planning is also paramount for HR leaders, and a core component of that planning is around skills.

“We’re thinking proactively about what critical skills and competencies are going to help us in the future, where we can refine skills internally, where we can find them globally, and how to best invest in our employees,” Coccaro said.

Talent acquisition has taken on greater importance over the last few years. More than half of CHROs spend more time in their role on talent acquisition today than they did two years ago, according to the iCIMS study.

Talent acquisition priorities include improving analytics and reporting, enhancing employer brand, improving diversity of talent pools and hires, and increasing recruiter efficiency.

“A lot of us have been thinking about talent holistically for a long time,” Arora said. “Everything you do in the talent space has to be connected to the business strategy. You have to fully understand where the business is forecast to be to properly execute a talent strategy. Business strategies will evolve and change as the market changes, so you have to build a talent strategy that is able to adapt and change with it.”

Harris said she has seen two types of talent acquisition professionals. “There are those who want to connect talent acquisition to talent development and understand the long-term vision of an organization, and there are those who just want to fill open roles,” she said. “You can have a mix of both, but you need the first type to succeed with workforce planning that takes a holistic look at headcount, compensation growth, human capital expense, and the long-term profitability of the organization.”

Challenges Abound

When asked to choose the top business challenges that concern them the most, HR leaders spread their focus across many different areas, according to the iCIMS study.

Top challenges include compliance with changing regulations and laws, reduced workforce budgets, and labor market volatility. People leaders are also concerned about integrating AI into HR processes, the lack of qualified candidates in their talent pipelines, and retaining top performers.

“The scope and magnitude of the things in front of us continues to remain a challenge,” Coccaro said. “How is economic uncertainty going to impact our workforce? How do you stay ahead of unexpected hiring swings and fluctuations? How do you step in to the talent-advisor role while still hitting budgets and meeting compliance requirements? CHROs wear a lot of hats.”

Maintaining a high growth rate is the biggest challenge for Arora at SAM. “We were [at] 1,100 employees a couple of years ago, trying to get to 2,000 by the end of this year, and have projections to triple in size by 2030,” he explained. “So, we have to make sure we are an employer of choice. We also have to create an environment where people want to stay that goes beyond just paying more than someone else. Our competitors know we have top talent and are always trying to poach from us.”

Harris said the looming impact of AI is a major consideration for organizations and the HR role itself. “If you don’t stay current in your role and understand how AI is changing your role, you are becoming archaic,” she said. “It’s really important that we understand the benefits of technology and implement ways to use AI and other technology in HR as we progress on this journey.”

There are real concerns about AI’s impact on jobs that can’t be ignored, Canney said. “But I truly believe that generative AI is ushering in a human renaissance. Companies now have a choice: They can automate people out of jobs or choose to bring employees along on the journey,” she said. “Those who focus on building skills and automating mundane work so employees can focus on work that matters will build a more engaged workforce, drive new revenue streams, improve margins, and accelerate growth.”

HR Careers
Leadership & Navigation

Artificial Intelligence in the Workplace

​An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.



Related Content

Kelly Dobbs Bunting speaks onstage at SHRM24
(opens in a new tab)
News
Why AI+HI Is Essential to Compliance

HR must always include human intelligence and oversight of AI in decision-making in hiring and firing, a legal expert said at SHRM24. She added that HR can ensure compliance by meeting the strictest AI standards, which will be in Colorado’s upcoming AI law.

(opens in a new tab)
News
A 4-Day Workweek? AI-Fueled Efficiencies Could Make It Happen

The proliferation of artificial intelligence in the workplace, and the ensuing expected increase in productivity and efficiency, could help usher in the four-day workweek, some experts predict.

(opens in a new tab)
News
How One Company Uses Digital Tools to Boost Employee Well-Being

Learn how Marsh McLennan successfully boosts staff well-being with digital tools, improving productivity and work satisfaction for more than 20,000 employees.

HR Daily Newsletter

Stay up to date with the latest HR news, trends, and expert advice each business day.

Success title

Success caption

Manage Subscriptions
  • About SHRM
  • Careers at SHRM
  • Press Room
  • Copyright & Permissions

Email: SHRM.MEA@shrm.org
Landline: +971 43649464

SHRM KSA Office (Riyadh)
+966507266968

SHRM UAE Office (Dubai)
+971581101786

Follow Us
  • LinkedIn
  • Facebook
  • Twitter
  • Instagram
  • YouTube
  • SHRM Newsletters
  • Ask An Advisor

© 2025 SHRM. All Rights Reserved

SHRM provides content as a service to its readers and members. It does not offer legal advice, and cannot guarantee the accuracy or suitability of its content for a particular purpose. Disclaimer


  1. Privacy Policy

  2. Terms of Use

  3. Accessibility

Join SHRM for Exclusive Access to Member Content

SHRM Members enjoy unlimited access to articles and exclusive member resources.

Already a member?
Free Article
Limit Reached

Get unlimited access to articles and member-exclusive resources.

You've reached the limit of 1 free article this month. Join to access unlimited articles and member-only resources.

Already a member?
Free Article
Exclusive Executive-Level Content

This content is for the SHRM Executive Network and Executive Content Subscription members only.

You've reached the limit of 1 free article this month. Join the Executive Network and enjoy unlimited content.

Already a member?
Free Article
Exclusive Executive-Level Content

This content is for the SHRM Executive Network and Executive Content Subscription members only.

You've reached the limit of 1 free article this month. Join and enjoy unlimited access to SHRM Executive Network Content.

Already a member?
Unlock Your Career with SHRM Membership

Please enjoy this free resource! Join SHRM for unlimited access to exclusive articles and tools.

Already a member?

Your membership is almost expired! Renew today for unlimited access to member content.

Renew now

Your membership has expired. Renew today for unlimited access to member content.

Renew Now

Your Executive Network membership is nearing its expiration. Renew now to maintain access.

Renew Now

Your membership has expired. Renew your Executive Network benefits today.

Renew Now