Blog Post

Chief Human Resources Officer: Weshalb auch Sie einen brauchen!

Michael Grotherr

VP Central Europe

Lange galt die HR bei Mitarbeitern und Vorgesetzten lediglich als administrative Abteilung, deren Einrichtung ab einer bestimmten Betriebsgröße mehr oder weniger obligatorisch war. Dabei steht sie für mehr, denn sie ist der Vermittler zwischen Angestellten und Führungsetage und ist dafür verantwortlich, einerseits die Unternehmensstrategie nach unten und andererseits Belange der Mitarbeiter nach oben zu transportieren. Damit dieser Prozess möglichst erfolgreich verläuft, sollten auch Sie darüber nachdenken, einen Chief Human Resources Manager einzustellen.

Die Einstellung eines CHRO – Chief Human Resources Manger – macht Sinn. Warum? Die Aufgabengebiete der HR sind vielseitig. Anders als allgemein angenommen, beschränken sie sich nicht nur auf Administration, Compliance und Lohnabwicklung, sondern umfassen ebenfalls die Führungsentwicklung, die Auswertung mitarbeiterbezogener Daten und die organisatorische Umsetzung von Unternehmenszielen. Auch die Gewinnung neuer Mitarbeiter ist inzwischen durch die niedrigen Arbeitslosenzahlen und den Mangel an gut qualifizierten Mitarbeitern mit mehr Aufwand verbunden. Um in Anbetracht dessen nicht die Orientierung zu verlieren, bedarf es einer Person, die den Überblick behält - einem HR-Manager auf C-Level, sprich Führungsebene, der dem CEO oder COO direkt Bericht erstattet. Schließlich müssen neben dem Tagesgeschäft Unternehmensziele von der Spitze hinunter zu den Mitarbeitern kommuniziert, von der Belegschaft umgesetzt werden und Anliegen umgekehrt von unten nach oben gelangen. Wäre ein Unternehmen ein Haus, wäre die HR dementsprechend als Lift zu betrachten, der die unteren mit den oberen Stockwerken verbindet und so einen Kommunikationsfluss ermöglicht. Die einzige Besonderheit: Der CHRO, wie die ungelenk lange Positionsbezeichnung abgekürzt wird, hat den Liftschlüssel und ist die einzige Person, die ihn benutzt. Der CHRO weiß so genauestens über Unternehmensstrategien und Ziele Bescheid, weiß wie es an der Basis aussieht und ob dort gegebenenfalls noch nachjustiert werden muss, um das von oben Vorgegebene zu erreichen. Falls Anpassungen nötig sind, liegt es an ihm oder ihr eine entsprechende Strategie auszuarbeiten. Aus diesem Grund ist es auch diese Position, die Change-Projekte insbesondere vorantreibt und steuert. So vermittelt der CHRO nicht nur Mitarbeiter-, sondern auch HR-Angelegenheiten in Bezug auf die gesamte Abteilung und wirbt für Investitionen beim CEO. So wirkt der CHRO auf die Entscheidungsfindung und -qualität der Führungsetage erleichternd und verbessernd.

CHRO verantwortlich für Mensch, Atmosphäre und Unternehmenskultur

Neben diesem grundsätzlichen Zuständigkeitsgebiet stehen für den CHRO hauptsächlich Mensch, Atmosphäre und Unternehmenskultur im Mittelpunkt. Er oder sie verantwortet Wohlergehen, Entwicklung und beruflichen Erfolg aller Mitarbeiter auf allen Ebenen unter Berücksichtigung der ganzheitlichen Unternehmensstrategie und Compliance-Vereinbarungen. Deshalb kommt es auch nicht von ungefähr, dass diese Position insbesondere in Sachen Diversität, Gleichstellung und Unternehmenskultur eine Sonderrolle einnimmt. Denn diese drei haben alle gemein, dass sie bestmöglich von oben geplant werden sollten, was den CHRO dafür prädestiniert – er oder sie agiert schließlich auf Führungsebene. Doch welche Voraussetzungen müsste ein möglicher Kandidat für die Position erfüllen? In jedem Fall sind Erfahrungen und Expertise im Bereich HR obligatorisch. So muss ein CHRO Verfahren im Bezug auf Administration, Compliance, Lohnabwicklung und Datenauswertung gut kennen, um dementsprechend langfristig orientierte HR-Strategien entwickeln zu können. Zudem benötigt es angesichts des Aufgabengebiets Führungs- und Kommunikationskompetenzen, denn es müssen Ziele, Strategien und Change an die Belegschaft weitergeben und durchgesetzt werden. Zusätzlich bedarf es eines gewissen Geschäftssinns, Erfahrung bei der Umsetzung ethischer Praxis, Beziehungsmanagement, Führung und Navigation, ein gewisses globales und kulturelles Bewusstsein und einen Sinn für kritische Bewertung und Beratung.

Ob Sie sich nun für den Einsatz eines CHRO entscheiden oder nicht, bleibt Ihnen überlassen, obschon der Einsatz eines CHRO viele Vorteile birgt. Durch seine Rolle gerade im Zusammenhang von Unternehmenskultur hat er das Potenzial Organisationen in einen für Fachkräfte attraktiven Arbeitgeber zu verwandeln. Also überlegen Sie gut!

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