As the HR function moves out of the shadows and onto the corporate main stage, many HR leaders are realizing they need to build bridges to C-suite players at their companies. That leadership buy-in is critical for new HR initiatives, AI transformations, managing expectations, and making sure that strategy is aligned across functions.
Around 39% of CHROs say they wish they had known how to work effectively with the C-suite, according to Mercer's 2024 Voice of the CHRO report released this week, up from 22% who said the same thing last year. But critically, HR leaders actually are taking action and successfully building relationships to the corner office. Around 51% of CHROs reported higher levels of engagement with the C-suite this year compared to previous years. Around 56% say they meet with the C-suite every week, and 65% of CHROs who held meetings at that cadence made "significant changes to their HR operating models," according to the report.
"The frequency of meetings is a little bit of a proxy and an identifier of how strong the CHRO/CEO relationship is," says Shari Chernack, a senior principal of transformation at Mercer and a co-author of the report.
Building earlier-career relationships with rising corporate stars is one way for CHROs to start making those inroads. Cross functional projects are also a great way to build connectivity, says Chernack. But CHROs must also be ready and able to make the case for HR's impact on business performance through data, and use benchmarks that compare their company to other similar organizations, according to the report. Creating a collaborative work culture, and considering coaching for C-suite interactions are also ways to start making connections.
To be sure, not all CHROs are capturing the attention of executives -- 24% of HR leaders do not meet as often as they need to with the board or the C-suite, according to the report. Around 18% meet once a month, 2% meet every other month, and 4% meet quarterly.
"I think that's a big warning sign," says Chernack. "If your CEO is talking to you once a month or less about HR, there are a lot of decisions that are being made in your absence."
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