How to Transform HR Leadership Roles

After speaking with HR leaders at companies with 10,000–20,000+ employees, the message is clear: The problems haven’t changed. But the best HR leaders are changing how they show up to the CEO. 1. Drive revenue with talent data Top HR leaders tie hiring to growth. They track revenue per employee, cost of bad hires, and performance gaps. They benchmark competitors and use data to justify better compensation, not guesswork. 2. Cut through engagement fluff Forget vague surveys. Track regrettable turnover, time-to-productivity, and team-level attrition spikes. When managers lose good people, show the cost and the fix. 3. Link culture to profits Culture isn't soft. It’s financial. Toxic managers kill retention, productivity, and even customer NPS. Quantify the business loss and how leadership investment changes outcomes. 4. Spot talent risks early Top HR teams use flight-risk models, turnover heatmaps, and cost-of-replacement analysis. They give the CEO time to act before it hits the P&L. TL;DR: Modern HR drives business growth. Every people decision is a profit decision. Stop playing defense. Your CEO needs a strategic partner.

📉 73% of CHROs say they don’t have the capabilities they need to execute on their 2025 strategy. And 64% say their workforce planning fails to meet business needs. In a year where pressure is mounting from every direction...AI, skills gaps, employee expectations...CHROs are being asked to do more with less. Gartner’s 2025 Leadership Vision report outlines 3 strategic priorities every CHRO must focus on to lead effectively through this transformation. Here’s what stood out most from the data 👇 1️⃣ Redefine Leadership for the AI Era 🔹 87% of HR leaders say their leaders are ill-prepared for the future. 🔹 Leadership models are outdated—focused on vision and influence, while employees now want empathy, inclusion, and clarity. 🔹 74% of employees say leaders lack empathy. 📊 Insight: High-performing orgs are now building leadership models rooted in human connection, trust, and continuous learning—not just business acumen. 2️⃣ Deliver Skills-Based Workforce Planning 🔹 Only 26% of HR leaders say workforce planning is aligned with the skills their business actually needs. 🔹 The shift from job-based to capability-based planning is in full swing. 🔹 Most orgs still use job titles and headcount as proxies for talent needs. 📊 Insight: Leaders are building dynamic skills taxonomies, leveraging internal mobility data and AI to inform planning—not just org charts. 3️⃣ Adapt the HR Operating Model 🔹 Traditional HR structures can’t keep up with transformation cycles. 🔹 52% of HR leaders say their model isn’t responsive enough to business change. 🔹 Leading orgs are moving to agile, product-based HR, with embedded analytics and flexible pods. 📊 Insight: The HR function of 2025 will look more like a cross-functional product team—co-creating solutions alongside business stakeholders in real time. From our conversations with People leaders, these priorities are already in motion. The most successful teams are: 🔹 Rethinking leadership behaviors in the context of AI + hybrid work 🔹 Building always-on skills intelligence 🔹 Embedding People Analytics into workforce planning Make sure to check the comments for the full Gartner 2025 CHRO Vision. Which of these priorities is your team focusing on most in 2025? #PeopleAnalytics #HRAnalytics #TalentAnalytics #FutureOfWork #CHROStrategy

Too many HR leaders limit themselves by focusing narrowly on being included rather than boldly owning their role as business operators. Here’s how to shift from seat-seeker to business driver: Know Your Numbers. The language of influence is finance. If you can't connect your initiatives directly to EBITDA or cash flow, your voice won't resonate. Too many CHROs speak HR, not business. Get fluent in profitability metrics, understand your organization's financial levers, and use them. Prioritize Outcomes, Not Activities. HR leaders often list activities to justify their role. The business cares about outcomes: reduced turnover costs, faster time-to-market, higher productivity. Clearly tie your initiatives to measurable business results, not HR processes. Quit Waiting for Permission. Top-performing CHROs don’t wait for an invite to executive discussions. They show up with insights, recommendations, and decisions already baked. CEOs want solutions, not compliance checks. Take the initiative. Run Talent Like an Investment. Think like a venture capitalist, not a manager. Evaluate talent strategies based on ROI, long-term growth, and strategic alignment. People aren’t just resources—they’re your growth engine. Prove it with tangible outcomes. Real CHRO influence doesn't need permission; it needs conviction. Stop waiting for your invitation, and start making yourself indispensable to the core business. Learn more by reading the Talent Sherpa substack at https://buff.ly/cxc51kd