Recently, I have been thinking about the things that have changed for CPOs since Covid, now over 5 years since it hit Australia. Aside from being expected to decide where people should now do their work (yawn!), when I reflect on the things that CEOs now ask us to look for when hiring Chief People Officers, the following 5 trends stood out.
5 key shifts in the last 5 years
Culture to Commercial
It had been happening for a while in many businesses, but now almost universally with all companies, CPOs are expected to directly link people strategy to business outcomes. Boards want to know: How is our workforce contributing to revenue growth, innovation, and competitive advantage? Engagement is now only one metric among many that they need to measure.
HR Risk Manager to Corporate Risk Partner
The boardroom and executive team is more attuned to corporate risk than ever before—and they expect HR to be, too. Talent shortages, culture failures, succession gaps, and hybrid workplace risks are seen as critical exposures. Today’s CPO needs a risk mindset and the frameworks to match. As a result, the role is now much more upwards facing than functional leadership.
Transformation Supporter to Transformation Leader
Digital transformation, AI integration, and operating model redesigns have become the day job of HR Executives, as they all come with significant people implications. CPOs are now expected to lead these shifts—not simply support them.
Reporting on Metrics to Predictive Insights
Boards are moving beyond dashboards. They want insight and bold recommendations, not just data. What are the flight risks? What’s the cost of inaction on strategic workforce planning? Whilst there are still some Aussie companies lagging in this department, we have noticed that the modern CPO uses analytics to inform, influence and forecast—not just report.
Trusted Advisor to Strategic Influencer
CPOs are being held to a higher standard of influence. Even as recently as last week we are working on a CPO brief where the CPO is one of only 3 Executives reporting to the CEO. Executive presence, commercial literacy, and the ability to shape decisions at board level are now table stakes. Providing sound advice is not enough anymore – the best HR Execs are actively influencing outcomes.
Tim is one of the Partners and Owners at Peoplecorp. In addition to his remit of helping to run the business, he specialises in high level executive search assignments across the spectrum of HR. Tim is a deep expert in HR search and recruitment with almost 25 years in the profession behind him.
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