chro-interiew.pngBusiness acumen and the ability to turn strategy into action — and chief human resource officers ranked intellectual horsepower as the third biggest deficiency they see when searching for HR talent.

Aligning talent strategy to overall business strategy is the top thing that keeps CHROs up at night, followed by employee engagement and retention concerns, creating a succession plan and understanding key business drivers and success factors.

Succession planning also seems to be a concern for boards. Thirty-three percent of chief human resource officers named succession planning/talent issues as the HR area their board of directors has focused most on. Only executive compensation ranked higher.

To meet long-term, bottom-line business goals, CHROs identified having a culture where people are most engaged as the best approach. Just one percent said altering compensation and benefit packages would lead to long-term success. 

Find out more about what prompts CHROs to leave companies, what C-suite members the role tends to work most closely with and other HR talent-related findings in this announcement from Korn Ferry, which sponsored the survey.

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