The Evolution of The CHRO: 5 Eras and What's Next

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Over the last few decades, the role of the Chief Human Resources Officer (CHRO) has transformed dramatically. CHROs (and for that matter anyone in HR) were once seen as purely functional leaders who were driving a cost center. They were focused on things like compliance, benefits, and hiring.

In fact, the first official structured HR department was created in 1901 by NCR the (National Cash Register Company). After the company went through a few strikes the president of the company John H. Patterson, established a "personnel department" to handle grievances, improve worker conditions, and manage employee welfare programs. Thus the HR department was born.

However it took almost another 100 years before CHRO became an official title. One of the first CHROs in corporate history is Patricia Nazemetz, who held the role at Xerox in the 1990s and early 2000s. She pioneered HR strategies that connected workforce planning with business growth, setting the stage for HR executives to become integral members of leadership teams.

Today, CHROs are expected to be key strategic advisors, shaping the organization’s future alongside the CEO, CFO, and board. In a world driven by rapid technological advancements, shifting workforce expectations, and economic uncertainty, CHROs are no longer just HR specialists—they are business strategists who are focusing on the future of work and employee experience.

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We actually went through four eras of the CHRO and we are now entering the fifth one. Here’s how we got here and what’s next.

The Five Eras of the CHRO

1. The Compliance Enforcer (Pre-2000s)

Before the turn of the century, HR was primarily focused on compliance and risk mitigation. The CHRO’s primary responsibility was to ensure adherence to labor laws, oversee benefits, and manage policies. HR was largely seen as a cost center rather than a strategic partner, with CHROs often reporting to the COO or CFO rather than the CEO. Their influence in business decisions was minimal, as they were viewed more as enforcers of rules rather than drivers of workforce strategy.

• Primary role: Managing policies, benefits, and risk mitigation.
• HR was largely administrative, ensuring organizations complied with labor laws and regulations.
• CHROs had limited influence at the executive level, often reporting to the COO or CFO.

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