A CFO typically arrives at board meetings with a trusted colleague who always has their back. That would be the financial planning and analysis leader who fields the kind of hard-nosed questions about the fiscal health of a business that board members love to ask.
What’s shifted is that businesses are realizing how powerful the people analytics role is, especially when paired with the CHRO. As the co-founder of a firm that helps companies harness people data to drive results, I’ve seen what a big difference that partnership can make.Don t Defund Major Research Association For Addressing Racism And DEI
Let’s say a company is struggling to retain people in the roles it needs. The CHRO has no shortage of theories and suspicions. Is it the company culture? Onboarding? Pay? The truth lies in the data, and it’s the people analytics leader’s job to find it. Then, there’s the analytics problem itself. When people hear the word"analytics," they immediately think complicated math. The best CHROs, however, understand that it’s far more important to know what questions to ask than how to crunch the numbers.