No company runs without the right people - and this is where the Chief Human Resources Officer (CHRO) comes into play. He or she develops the HR strategy, ensures the right people are in the right places and keeps the corporate culture on track. As part of the management team, the CHRO makes strategic decisions that go far beyond traditional HR tasks. But what exactly does this job involve? What qualifications are required and how attractive is the salary? A closer look at the job description provides clarity.
What is a Chief HR Officer (CHRO)?
The CHRO is part of the C-level and is responsible for the strategic direction of all HR work. Their focus is therefore not on individual job interviews - but on the overarching context. He develops guidelines on how to attract and retain talent, actively shapes the corporate culture and provides impetus for a sustainable remuneration strategy. He does not think in terms of processes, but in terms of impact: how can HR help the company move forward?
Cooperation with the management is therefore particularly close. This is in stark contrast to traditional HR management, whose activities are often much more operational and administrative in nature. Put simply, the CHRO takes on the role of a sparring partner: they provide impetus and ensure that the HR strategy is firmly anchored in the company's objectives.
Chief HR Officer: Key Facts
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What tasks does a CHRO perform?
The CHRO shapes HR work strategically and operationally. They ensure that the company attracts the best talent, retains employees in the long term and establishes a sustainable corporate culture. Their tasks are varied and closely linked to the success of the company.
Strategic personnel planning and organizational development
- Setting up the right HR strategy
The CHRO defines the HR strategy and ensures that it supports the company's goals - from growth and innovation to employee retention. - Making the organization fit for the future
A CHRO drives change and ensures that the company remains agile and competitive. After all, structures and processes have to adapt when markets change. - Digitize and automate HR processes
Smart technologies simplify HR work. It relies on digital solutions that make everyday life more efficient for employees and HR teams. - Ensure legal requirements and compliance
labor law, Privacy notice , Ethics – the CHRO maintains an overview, ensures legally compliant processes and ensures that the company acts responsibly.
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Talent acquisition and development
- Strategically attracting, developing and retaining talent
The CHRO thinks long-term. He builds structures that bring the right talent into the company - and ensures that they stay. This is more than just recruiting. It's about a strong employer brand, sustainable Development Programs and smart career paths. Everything is interlinked. - Developing leadership skills
Strong managers make the difference. He specifically promotes their development, initiates training and ensures a culture in which good leadership is valued. - Ensure attractive remuneration and benefits
Fair salaries are important - but not everything. The CHRO develops packages consisting of salary, additional benefits and flexible working models that offer real added value.
Shaping corporate culture and employee experience
- Actively shaping corporate culture
Values, mindset, collaboration - the CHRO ensures that corporate culture is not just a buzzword, but can be felt in everyday life. - Strengthening diversity and inclusion
Different perspectives bring innovation. It creates a working environment in which all employees have equal opportunities and can develop their potential.
What skills does a CHRO need?
Hard Skills
- Personnel strategy & organizational development
- Labor law & compliance
- Data analysis & HR technologies
- Change management & transformation
Soft skills
- Strategic thinking & strong decision-making skills
- Communication and negotiation skills
- Empathy & intercultural competence
- Resilience & crisis management
How do you become a Chief HR Officer?
The path to becoming a CHRO often starts with positions in human resources, such as HR management or HR leadership. By gaining experience in various HR areas, such as talent management, HR development and employment law, as well as building leadership skills, you can qualify for more senior positions. Networking and building relationships within the industry can also facilitate advancement to CHRO. The classic career path to becoming a CHRO involves various stages in HR:
- Studies: Business administration, personnel management, psychology or law
- First professional experience: Entry as HR manager, recruiter or personnel officer
- Promotion to Head of HR or HR Director: assumption of management responsibility
- Further education & specialization: MBA, leadership programs, change management courses
- C-level position: the step to CHRO after years of strategic experience
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How much does a CHRO earn?
Salaries vary greatly depending on the industry, company size and experience: the average annual salary of a CHRO in Germany is between 90,000 and 168,000 euros gross.[1] In addition, many CHROs receive bonuses, commissions or profit sharing.
Chief People Officer: A different focus within the role
The Chief People Officer (CPO) is often equated with the CHRO, but has a stronger focus on employee experience and corporate culture. While the CHRO covers traditional HR topics such as remuneration, recruiting and employment law - and is therefore primarily responsible for the strategic planning and implementation of all HR-related processes - the CPO focuses more on the employee experience and corporate culture. He focuses on creating an inspiring working environment in which all employees feel comfortable and can develop their full potential.
For reasons of better readability, the article does not use female and male language forms simultaneously and uses the generic masculine. All personal designations apply equally to all genders.
FAQ on the profession of CHRO
What distinguishes a CHRO from an HR Director?
An HR Director focuses more on operational HR issues, while a CHRO has strategic responsibility and is part of the executive team.
Which companies need a CHRO?
Medium-sized companies and corporations in particular rely on a CHRO. In smaller companies, the management often takes on the HR strategy itself.
Is digitalization important for CHROs?
Yes, because modern HR work is based on people analytics, AI-supported recruiting and digital learning platforms.
How can HR managers prepare for a CHRO role?
In order to prepare HR managers for a future CHRO role, it is advisable to build up strategic skills - for example through an MBA or comparable further training. At the same time, it makes sense to take on management responsibility and actively shape the company. A strong network and mentoring can also support the career path by opening up new perspectives and providing valuable contacts.
¹ Source: https://www.glassdoor.de/Geh%C3%A4lter/chro-gehalt-SRCH_KO0,4.htm, last accessed on 2.4.2025.
