The Ultimate 90-Day Plan For New CHROs

Going from HR professional – whether a generalist, HR leader, assistant, or any other facet of HR – to CHRO can be overwhelming. New responsibilities and priorities can be hard to grasp as you settle into a new role. 

At the same time, a smooth transition is essential to keep an organization stable and implement positive changes as quickly as possible. 

Just like stepping into any new role, a CHRO needs to set attainable and time-bound goals for the first few months of the role to get fully acclimated to the position. The quicker you can get acclimated to the position, the sooner you can start to implement change and optimize HR functions. 

Here’s a 90-day roadmap to successfully acclimating to the role of a CHRO. 

Phase 1: Days 0-30

The very beginning of the CHRO role can feel overwhelming, but having an outline of essential tasks can help prioritize tasks and responsibilities. 

Here are a few steps to take within the first 30 days to help set yourself – and the organization – up for success.

1. Start early: Before you even officially start your new position, you can begin to research the organization to understand its structure, values, culture, and offerings. Understanding the organization is a necessity to begin strategizing and implementing effective changes throughout the organization. 
2. Conduct a listening tour: Get to know the organization by conducting a listening tour of the organization, such as the executive team, key stakeholders, and employees. Prepare some questions that can help uncover the major aspects of the organization, like priorities, goals, persistent issues, and culture. 
3. Look at existing processes: Looking at existing processes within the organization and the HR department can help you get a baseline to measure the success of new changes. This might also include assessing the structure, capabilities, and improvement areas of the HR department. 

Phase 2: Days 31-60

By now, you should have a better understanding of your role within the organization, workforce needs, and all the essential functions of the organization. The second phase is where you can begin to put change initiatives in place and create a comprehensive HR strategy to better the organization.

1. Develop a strategic plan: Based on a comprehensive understanding of the organization, you can begin to organize and outline a plan that focuses on organizational objectives and goals. Ensure that the plan leaves room to adapt and change as the organization heads into the future.  
2. Review and assess existing technology: Look at existing HR tech and tech infrastructure and compare them against the strategic plan and objectives to see if they are still the best-fit solution for the organization.
3. Create a communication plan: Creating a communication plan early – and sticking to it consistently – can help keep employees up-to-date on what initiatives are being implemented and why, which can help lessen change resistance. 

Phase 3: Days 61-90

The last phase of the 90-day plan is about building and maintaining changes to ensure the organization stays efficient, effective, and successful no matter what is thrown its way. 

• Find “quick wins”: “Quick wins” – which are simple solutions and changes with immediate results – can help establish credibility with the rest of the organization. Quick wins take less time and effort, but still make a significant positive impact on the organization.
• Build and strengthen partnerships: Strengthening strategic partnerships within the organization can help bolster buy-in and ensure that cross-functional initiatives are effective. 
• Monitor and adjust strategy: Ask stakeholders and employees for feedback to understand how new processes are being perceived. You can also track metrics and KPIs to ensure the success of your initiatives and ensure that any adjustments are made promptly. 

Action Plan to Maximize Success

The process to get to the C-suite – and what you do once you’re there – is entirely dependent on unique organizational needs and objectives. 

But regardless of workforce needs, industry, or any other factors, some crucial steps can help you start off on the right foot in your new role. 

1. Understand the current business: Understanding business needs is the first step to creating positive change in the organization, and should be a significant aspect of the first few months in a CHRO role. Go beyond the surface level to look deeper into the organization to understand the root causes of problems.
2. Forecast future needs: Understanding where the organization is heading is important to craft a future-proof strategy and overall future-proof organization. 
3. Focus on simple solutions: Most of the time, the simplest solution is the most efficient and effective route, which is important to remember as you transition into a role with more decision-making power. 
4. Prioritize resiliency and adaptability: In an uncertain job market and sociopolitical environment, organizations need to stay adaptable and flexible. If your strategy isn’t adaptable, it will be that much harder to get the rest of the organization on board with changes. 

Final Thoughts

Being a CHRO means more decision-making power and influence over the organization as a whole. As the bridge between employee needs and organizational goals, it’s essential to outline a strategic plan to make the transition process smooth and settle into your new role as quickly as possible to help start making positive changes as soon as possible.

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