Chief Human Resources Officer

People and Talent




5 key objectives
8 position requirements
9 competencies

The Chief Human Resources Officer (CHRO) is a strategic role that is instrumental in shaping the organization's culture and workforce. They are responsible for leading the human resources function, ensuring alignment with the company's business objectives and values.

The CHRO will oversee talent management, compensation planning, and legal compliance, while also fostering employee engagement and manager enablement. They will also play a crucial role in organizational development, anticipating and addressing HR challenges as the company scales.

The ideal candidate will have a proven track record in HR leadership, strategic business partnering, and culture implementation, with a strong ability to navigate complex organizational dynamics.

This hiring scorecard is AI-generated, and is based on the insightful work of leading venture capital firm, a16z.

Key objectives

Key objectives describe the objectives that the new employee has to achieve to be considered successful and help create the context for basic requirements and competencies.

Effective policies and standards for employees have been designed and implemented, including streamlined onboarding, comprehensive training, successful retention strategies, and efficient offboarding processes. Anticipated scaling-related issues have been proactively addressed and resolved.

Robust systems have been implemented to attract, retain, develop, and motivate talented individuals. Highly effective career development and performance management systems are in place, ensuring the successful management of staff and executive hiring.

Thoughtfully designed compensation planning, salary structures, and incentive programs have been successfully implemented. Comprehensive benefits planning and administration processes have been effectively overseen.

Position requirements

Position requirements include the required experiences, qualifications, and skills needed to achieve the key objectives of the role.

Proven HR Leadership
Demonstrable experience in leading and scaling HR functions in a growth-stage company. The candidate should have a track record of designing and implementing effective HR policies and standards, managing talent, and overseeing compensation and benefits planning.

  • Can you describe a time when you had to scale the HR function in a growth-stage company?
  • Tell me about a time when you had to design and implement a new HR policy or standard.

Look for specific examples where the candidate demonstrated strong leadership skills in managing and scaling HR functions. They should be able to articulate their strategies for growth, how they managed challenges, and the outcomes, especially related to implementing effective HR policies and standards.

Strategic Business Partnering
Experience in working closely with the CEO and other executives to develop the business strategy. The candidate should have the ability to understand the company's direction and help outline the benefits and drawbacks of strategic decisions.

  • Can you share an example of a time when you worked closely with the CEO or other executives to develop a business strategy?
  • How have you helped outline the benefits and drawbacks of strategic decisions in the past?

Look for examples where the candidate has effectively partnered with senior leadership to develop business strategies. They should be able to demonstrate their ability to understand the company's direction and provide valuable insights into strategic decisions.

Legal Compliance Knowledge
In-depth knowledge of labor and employment laws, with experience in ensuring HR processes and policies are compliant. The candidate should have experience managing internal issues like layoffs, terminations, workplace disputes, and lawsuits.

  • Can you describe a situation where you had to ensure HR processes and policies were compliant with labor and employment laws?
  • Tell me about a time when you had to manage a difficult internal issue like a layoff, termination, workplace dispute, or lawsuit.

Look for examples where the candidate has effectively navigated legal compliance issues in HR. They should be able to demonstrate their knowledge of labor and employment laws and their ability to manage difficult internal issues.


Competencies are the knowledge, skills, and abilities required to perform a job successfully. They help to distinguish superior performance from the average.

Business Acumen

Understands the business and the competitive situation, evaluates the impact of business decisions, and is quick to take advantage of new business opportunities.

Strategic Thinking

Understands industry trends, develops future-oriented scenarios, articulates a compelling vision, and links strategic goals to daily work.

Organisational awareness

Understands complex power dynamics, structures, and processes in organisations and effectively manoeuvres within them.

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