Hiring the right Chief Human Resources Officer
for your organization

Successfully recruit a Chief Human Resources Officer

Key steps to recruit

We recommend to pay attention to the following 3 steps when recruiting a Chief Human Resources Officer

1. Write down explicit roles and responsibilities.
Check our suggestions below.

2. Define key skills and behaviors you are looking for.
Try to list the skills as well, but remember, a skillset too precise might discourage less confidents to apply. Check our template skillset for inspiration.

3. Get insight on your shortlisted candidates with Behavior assessments.
To maximize the chances of culture fit and make sure that the newly recruited candidate will actually stay in your organization, try to scan for some key behaviors using Huneety free assessments.

What does a Chief Human Resources Officer do?

The Chief Human Resources Officer (CHRO) is a top executive who oversees an organization’s talent pool. The CHRO is in charge of the present and future human capital management: attracting the right talent in the organization despite talent scarcity, ensuring proper development of employees to their reach their full potential, while balancing topics such as diversity, employee productivity and happiness in the workspace. The position also requires digital competencies as the CHRO is also often involved in teh selection fo the systems required to operate all HR functions such as recruitment, payroll, performance reviews, learning, skill management, people analytics and more.

CHROs should also be well versed in regulatory imperatives, as they must beet compliance requirements to employ people in several countries. As jobs become increasingly complex and digitized, the CHRO role is critical to pilot the organization to gain a long-term competitive advantage through the identification, retention and development of top talents, setting the company apart from its competitors.

Skillset of Chief Human Resources Officer

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★★★★★  Expert
 Change Management  Driving change and innovation

 Policy & Compliance Management  Company Policies Compliance Management Policy Control

 Developing others  Coaching others to succeed Sharing knowledge, skills and expertise to others
★★★★  Proficient
 Strategic Thinking  Strategic Thinking Company Vision

 Talent & Career Management  Employee Engagement Employee retention Skills management Internships Career development Talent Management Process Succession planning

 Compensation & Benefits Management  Employee Rewards Incentives Compensation & Benefits management Employee Pension Stock Options

 People Analytics  People Analytics
Strategic future skill

 Cost control  Cost Control Budgeting Variance analysis Standard Costs Cost of goods sold
★★★☆☆  Competent
 Digital citizenship  Digital transformation
Strategic future skill

 Business Management  Culture Change Organizational Change


A skills-based approach based on the lastest market data ensures you will look for future-proof candidates

By focusing on skills, not experience, you widen the potential talent pool to a larger set of individuals

Set realistic expectations: do not loose time looking for a "unicorn candidate" and move forward to behavior assessments. Unlike behaviors, skills are easy to be taught once they are clearly identified.



Ability to solve complex business challenges. A competency is typically made of several interconnected sub-skills.


A hard skill or technical ability required to perform a task. Skills are more fine-grained than competencies and easier to be taught.


A set of attitudes and soft skills expected of an individual to suceed in her/his position and organization.

Recommended hiring assessments for
Chief Human Resources Officer

Know how your candidates will fit, before they start!


Identify the best fit in term of workstyle and for your organization
Unbiased way to benchmark candidates
Fast. Does not add time to your recruitment workflow.
Get insight and suggestions of questions to run better interviews.
Send to as many candidates as you want with Huneety!

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Developing others Assessment
Developing others Assessment

Developing others is a key requirement for any manager in charge of leading a team. The manager's capacity to develop others greatly impacts the company's ability to retain its best talents over the long term. Developing others effectively requires one to display key behaviors such as coaching others to succeed, enhancing individual and professional development as well as sharing knowledge, skills and expertise with others.

Try it for free!

Leadership Assessment
Leadership Assessment

This behavioral assessment helps to benchmark job candidates for management and leadership roles. Assess management style and ability to make tough decisions. Results available as candidates benchmark table or individual report to be share to hiring manager.

Try it for free!

Problem Solving Assessment
Problem Solving Assessment

Supporting the assessment of candidates on Problem Solving skills including the following behaviors: Problem identification and anticipation, working with others to solve issues, making fact-based decision and solution implementation.

Try it for free!

Change management
Change management

Individuals with solid Change Management soft skills are naturally able to navigate the human and process complexity generated by larger organizations. They enjoy transforming your company from the inside and have a feel for coordinating stakeholders, resources, goals, and technology to swiftly close ambitious transformation projects.

Customize your own assessment
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Contact us to craft personalized hiring assessments based on special recruitment needs, special languages, or using your own company's skills and behaviors framework.

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