Top 3 Areas of Focus for CHROs in 2022


Community Blog
Written by Katie O’Reilly

FEBRUARY 8, 2022

We often write about the unrelenting pace of change for technology and security leaders in our communities - but what about for HR leaders? The pandemic and surrounding circumstances have had a lasting impact on the way we work and on the people leaders developing new policies to adapt to the new realities. From the Great Reshuffling to hybrid work, CHROs are at the forefront of the top issues impacting how we all work today.

At the same time as these monumental shifts are taking place, CHROs are trying to maintain a balance between a workforce that meets the needs of the business and the organization’s ability to retain its workers. Add to that, HR leaders are driving key organizational initiatives forward, like creating a more inclusive culture. To say that CHROs have a lot on their plates is an understatement. 

But on the bright side, HR leaders are finding opportunities in all of this change. In a similar way to technology leaders saying that the pandemic was a shot in the arm for their organization’s digital transformation – CHROs may look back on this moment as a shot in the arm for their key people initiatives. 

Here are three key themes we think CHROs will be focused on in 2022:

  1. Boosting Workforce Resilience for the Future of Hybrid Work

CEOs are leaning on CHROs more than ever to ensure their workforces are change-ready and feel supported as their businesses move forward with the widespread adoption of hybrid work. In 2022, CHROs must use this opportunity to drive workforce resilience to future-proof their organization.

  1. Taking a Dynamic Approach to Critical Skills and Competencies

Skill requirements are shifting fast — new and different skills are becoming vital. Dynamic skilling and agile learning approaches are now necessary for CHROs to transform L&D to prepare the workforce for the permanent move to hybrid work environments.

  1. Driving Consequential Accountability for DE&I

CHROs must use this refocus on DE&I to move from collective accountability to consequential accountability. This impacts individual ownership, behavior and outcomes to drive diversity and foster an inclusive working culture.


The pace of change and the need for continued resilience are unlikely to slow down anytime soon. CHROs will have to keep adapting and transforming to meet the needs of the business. 

In a recent article, I love how Chief Talent Officer Sakita Douglas has an optimistic outlook on this change, saying, “The challenges in the talent market, the Great Resignation, the global pandemic – all continue to accelerate the transformation of the workplace, in general. It is a great canvas for us to create something incredibly innovative and inviting.” 

Change can be a valuable tool – and I like to think that many CHROs in Evanta communities will find ways to make their cultures and workplaces more “innovative and inviting.” Stay tuned as we continue to share their stories and what they’re learning as organizations continue to evolve in our new world of work.  

As responses to our annual Leadership Perspective Survey come in, we will also continue to refine and share the top priorities for CHROs this year. This critical input ensures that we facilitate valuable discussions on your most important leadership challenges at our community gatherings.

Katie O’Reilly headshot

Katie O’Reilly

Director, Content at Evanta, a Gartner Company


 

by CHROs, for CHROs



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