Becoming a CHRO: The Playbook

Xpheno Webinar Series – Ep.15

30th January 2020

Why a HR Role?

Let’s begin with… the Mn$ qn!

“Recruitment is my passion”

“HR is the heart of the company”

“I like to travel”

“everyone loves the HR person”

“I am a people’s person”

“I want to drive change”

“I like taking care of people”

“both value & respect are high”

“meet people from different backgrounds”

“HR is high impact function” “HR is the building block”

“I like talking to people”

Top CHROs

Aspire to be in the gallery of Influential HR Professionals?

Your CHRO Playbook… its Simple!

Brands

Tenure Network

Qualification

Qualification – The Cornerstone

Qualification

Sets the direction & pace of your CHRO journey

Brands – Marquees matter!

Brands

Bigger brands open Bigger opportunities!

• F500 Companies• MNCs• Unicorns & Soonicorns• Funded Startups• BIG4• Listed Enterprises• Indian Large Enterprises

Tenure – Longevity counts

Tenure

Hop-Skip-and-Jump versus Stay-on!

Network – People matters!

Connections to refreshing opportunities

Network

• Academic Alumni• Enterprise Alumni• Professional Associations• Industry Forums• Learning & Training Forums• Social Media Network• Ex-Colleagues / Ex-Bosses

+Your

Claim to Fame

Brands

Tenure Network

Qualification

The Choices you Make

Specialist Generalist

Qualification Experiences

Hop-skip-Jump Loyalist

Transactional Transformational

There are no right or wrong answers though…

Pathways to CHRO

2014 - Appointment of Kathleen Hogan as CPO & EVP for HR at Microsoft - Formerly:

- Developer for Oracle - Partner at McKinsey & Co. - Corporate VP - Microsoft Services

- Oversaw Microsoft’s Customer Service and Support

- Never even worked in HR.

2016 - Appointment of Jennifer Weber as CHRO at Lowe’s- Formerly:

- EVP of External Affairs and Strategic Policy for Duke Energy Corp

- 20 years as an HR consultant and practitioner, including CHRO for Duke Energy.

But wait… Winds are changing!

Source: Russell Reynolds Associates' analysis of Fortune 100 CHRO biographies

CHRO Competencies

Being at ease with Technology is critical too!

What next…? CEO Seat?

Mary Barra 2014 – CEO, General Motors - Engineer by training - Ran an assembly plant - Served as GM’s product

chief - Spent two years running

HR - 2014 promotion to the

company’s top job.

Closer to home…

Srinivas KandulaChairman, Capgemini India

Previously in HR Leadership:- Power Grid Corporation- Patni Computer Systems- Sasken Communication- Igate Corp

Dr. Santrupt MisraCEO, Birla Carbon

Previously in HR Leadership:- Hindustan Unilever- Aditya Birla Group

Pratik KumarCEO, Wipro Infrastructure Engg

Previously in HR Leadership:- EVP HR - Wipro

Questions from you…

1. How big is the Gap between Academia & Industry when itcomes to MBA - HR Specialization?

2. What is the scope of HR apart from recruitment &engagement? How to design a path to reach CHRO?

3. Which are the most essential experiences to have to become asuccessful CHRO?

4. This is the era where Change is the only constant. What skillsshould an HR aspirant should develop in this ever-changingwork environment? Does one really need to be a pass out froma prestigious institution to reach the top via referrals? I askspecifically because most CHRO's come from XLRI, TISS etc.

5. I have 4 years of experience, 3 years in Hr role and 1 yeartechnical. Please guide me on what skills are required inaddition to accelerate my career in Hr field.

6. What qualities a best HR person should have in their behavior?

THANK

YOU