Good morning!
In July of last year, I took over writing Fortune’s CHRO Daily newsletter. I’ve written about everything from the unique roles held by HR pros at companies like Intuit and American Express to workplace trends like “summer slacking” and “lazy girl jobs.” But all good things must come to an end. This is my last week at Fortune, and today is my last CHRO Daily newsletter.
Don’t worry, though. CHRO Daily will continue, and I’m not leaving the HR beat entirely—more to share on my next gig later this month on my LinkedIn page.
It’s been a privilege to have my words appear in your inbox and to cover such an interesting and overlooked beat within business journalism. Our jobs take up a huge portion of our lives, and HR is the linchpin for our experiences at work.
Before I go, I wanted to share a few of the most important things I’ve learned about the HR function and role of the CHRO. The job is no longer just overseeing a strictly administrative function handling payroll or hirings and firings—major disruptions, including an ever-changing labor market and the AI revolution, means the leader of HR has to step up their game and be a real strategic player in the C-suite.
Thanks so much for your readership over the last year, and I’ll see you all on the other side.
The CHRO’s job isn’t just about HR anymore
The CHRO role has gotten bigger, and HR leaders can’t only focus on their function’s administrative tasks anymore. They have to develop more business skills and data acumen. They also have to help weigh in on broader societal issues impacting companies, including election angst and unionization efforts, be creative with how they approach HR initiatives, and even pay more attention to cybersecurity issues.
The labor market is not as simple as it seems
It’s allegedly an employer’s job market again. But if I’ve learned anything in the last year, it’s that the labor market is far more complicated than what we can see on the surface. Quiet quitting is still prevalent, and it’s hurting talent retention, but workers are also getting headhunted by recruiters, and employers still have to offer competitive benefits and salary packages to convince workers to stay. Suffice it to say, I expect more labor market turbulence ahead.
AI has huge potential for HR—but CHROs still aren’t using it
AI could be big for HR as different tools like generative AI chatbots, AI-driven recruiting platforms, and AI skills development technology could revolutionize the workforce. But only a small share of HR executives are actually using the new technology today. It’s time HR leaders start diving into AI 101 and learning the ropes of these revolutionary tools—and get their employees on board, too.
DEI ain’t dead—but it’s far from safe
Several high-profile figures have made headlines blasting corporate DEI initiatives. Despite the noise, much of the research we’ve covered shows that most business executives, especially HR leaders, are still committed to DEI. And many employees from marginalized backgrounds, including LGBTQ+ individuals and people with disabilities, expect their company to still care and be authentic with DEI. However, HR leaders still face an uphill battle to make sure DEI remains a priority within their company.
Perks envy is real
I’ve covered several companies offering unique or on-the-rise perks for their employees, including “bucket list trip” stipends, four-day workweeks, and free education benefits, just to name a few. Admittedly, at times I’ve gotten a little envious of these unique perks! I can’t imagine I’m alone in this envy, though, given how highly employees still rank benefits on their priorities from an employer.
RTO or remote work is the journey, not the destination
The knee-jerk return-to-office mandate won’t cut it anymore. Whether your workforce is fully remote, fully in-person, or somewhere in between, HR leaders need to continually retool their strategy and work layout to see good results.
Paige McGlauflin
paige.mcglauflin@fortune.com
@paidion
Today's edition was curated by Emma Burleigh.
