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Endeavor CHRO: Linking purpose and talent is HR’s ‘enormous opportunity’

HRExecutive

Kerry Chandler, CHRO for global entertainment company Endeavor, was installed recently as one of five new fellows of the National Academy of Human Resources , earning recognition from the nation’s most prestigious HR organization for her work during the pandemic and throughout her career. Kerry Chandler, CHRO, Endeavor.

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The HR Leadership Revolution — Will You Thrive?

Visier

Successful CHROs are: Data-Driven. 80% of executives say their company cannot succeed without an assertive, data-driven CHRO, who takes a strong stance on talent issues and uses relevant facts to deliver an informed point of view. Why The Talent Function is Under Pressure to Perform. What CEOs Want: Is HR There Yet?

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The HR Leadership Revolution — Will You Thrive?

Visier

Successful CHROs are: Data-Driven. 80% of executives say their company cannot succeed without an assertive, data-driven CHRO, who takes a strong stance on talent issues and uses relevant facts to deliver an informed point of view. Why The Talent Function is Under Pressure to Perform. What CEOs Want: Is HR There Yet?

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This CHRO approaches health and wellness with a legal mindset

HRExecutive

Less than one year later, she started climbing the HR ladder at Northwell, and a few years later, HRE named her one of the 2013 HR’s Rising Stars (nominations are now open for this year’s contest— click HERE for more information ). Maxine Carrington. I had that Thurgood Marshall and Ruth Bader Ginsburg bug. Also, I love to read.

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How HR Leaders Are Changing the World With These 5 Key Trends?

Thrive Global

HR contributes to all three of these areas, and Anne-Christine Ahrenkiel, CHRO at DFDS, noted that ESG strategy is the most important employee engagement tool for her company. Call to action 4: our guests suggest some brilliant and simple exercises you can do to help take a step back. HR goes first.

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Boese: 3 reasons you’re not getting the HR tech investment you need

HRExecutive

In short, HR has never been more important for the organization. HR leaders are often caught up in a cycle that can prevent them from having the time to do the necessary analysis and business-case development for new HR technologies. I can think of three likely drivers behind this disconnect.