Plan your first 90 days as a CHRO | Grab the playbook

This July, we’re shifting gears to focus on a more strategic lens-Getting boardroom-ready: Executive people strategy for C-suite leaders. 🧠

Whether you're just stepping into a CHRO role or advising someone who is, your first 90 days are mission-critical for establishing credibility, aligning with business goals, and setting a people-first foundation that scales.

Here’s a high-level breakdown of what to focus on, straight from our CHRO Playbook:

1. Get to know your C-suite:

Start by forging strong connections with your fellow execs. Ask questions to understand their strategic goals, data needs, and current challenges. Establishing these relationships early gives you crucial context for aligning HR initiatives with business objectives

2. Dig deep into business metrics:

Get familiar with headcount shifts, productivity trends, compensation structures, and free cash flow. Use this data to paint a clear picture of the company’s operating state and risks. A solid partnership with your CFO is especially critical here

3. Understand the recruitment climate:

Whether you're facing a hiring freeze or a growth phase, grasp your organization’s current talent acquisition posture. Tidy up open roles, streamline processes, and explore redeployment opportunities. Quick wins here earn goodwill and reduce friction across the business

4. Plan for different scenarios:

Uncertainty is the only certainty. Use scenario planning to prepare for workforce risks, skill shortages, or economic shifts. Work with your CFO to model outcomes, assess talent gaps, and proactively map HR responses for best- to worst-case scenarios

5. Manage your team engagement:

Your HR team is likely under pressure. Take time to assess morale, gather anonymous feedback, and implement engagement strategies—whether it’s social events, recognition programs, or better leadership access. These moves are vital to reducing churn and boosting productivity

6. Protect your DEI&B investments:

Budget cuts often hit DEI&B first. Make your commitment visible early—issue clear statements, track inclusion metrics, and audit recruitment processes. Even launching a small initiative during your early tenure sends a powerful signal

7. Find quick wins and don’t forget the tech:

Automate core HR processes like onboarding or payroll to reduce manual overhead and demonstrate strategic impact. If no tech stack exists, evaluate modern HCM or HRIS systems. The goal: free your team to focus on people, not paperwork

🌱 Final Thoughts: Build a People-Focused Paradise

Taking the time to make thoughtful, data-driven decisions will leave a stronger mark than rushing for quick results. Today’s progressive HR leaders lead with connection, creativity, and courage. Your first 90 days can lay the groundwork for a workplace that genuinely puts people first
 

💬 Found this helpful? Drop a like and I’ll send you the full CHRO Playbook PDF!