Top 3 Areas of Focus for CHROs in 2024

Community Blog
Written by Anthony Congi

FEBRUARY 6, 2024

Significant changes to how, where and when employees work are having dramatic impacts on the focus of chief human resources officers in 2024. CHROs have been catapulted into enterprise prominence and are relied upon to be the voice of employees in times of uncertainty and disruption.

As employees have returned to work, it’s been the responsibility of the CHRO to construct the employee experience and value proposition to retain and attract key talent. Now heading into 2024, CHROs are using their experience on the heels of the pandemic to architect organizational design and change management with the goal of influencing culture and enhancing communication among employees, while simultaneously transforming enterprise-wide success.

Recent advancements in AI applications and generative AI have also pulled CHROs into technology conversations previously delegated to C-Suite peers. In our July 2023 CHRO Community Pulse on AI & Your Business, 45% of CHROs stated that they are already using a generative AI tool within their organization – mostly “informally,” in a “very limited” capacity or for “research.” And for the 55% not currently using it, cybersecurity, data privacy and legal concerns were the top reasons, while others said they are still identifying where it can be useful. In correlation, Gartner research shows 76% of HR leaders are in agreement they will be lagging in organizational success if they do not implement generative AI in the next 12 to 24 months; making it a major priority in 2024.

To address this challenge, our Evanta CHRO Leadership Perspective Survey lists HR Technology (including AI) as a response option for top priority within the HR business function for the first time ever. And, our initial results show that it is quickly landing within the top 10 – the complete results of the survey will be released in March 2024.

When looking at main areas of focus for 2024, CHROs will be prioritizing:

  1. Developing Next-generation Leaders by Evolving Role Expectations Instead of New Skills

While a global skills shortage persists, HR leaders report that the real challenge in leadership development stems from the fact that the manager role is no longer manageable. Successful organizations are taking actions to evolve the job itself to ensure future managers are appropriately equipped to lead.

  1. Reshaping a Corporate Culture that Thrives in a Hybrid Environment

According to Gartner, an “unsettled employee/employer relationship” permeates the corporate landscape. HR leaders are now looking for new ways to drive connectedness to a singular corporate culture in a world with fewer in-person interactions.

  1. Investing in the Right HR Technology to Drive Growth and Meet Business Expectations

Increased hype around AI is influencing the organization and the workforce, and HR is not immune. With pressure across the C-Suite to increase operational efficiency, productivity and profitability, CHROs must cut through the noise and choose the right technology investments to drive results.

The CHRO’s ability to balance emerging technological trends and the needs of employees will be vital to organizational success. As a Philadelphia-based CHRO recently stated, “It is critical that CHROs have the right competencies and attitudes towards innovation and change. Instead of setting parameters, we can be promoters of innovation and help our employees get the most from the technologies.”

As we collect responses for our annual Leadership Perspective Survey, we will work to fine tune our agendas to address the mission critical priorities of CHROs. To get the most up-to-date information on what your CHRO peers are discussing, we invite you to join a CHRO community near you. If you are already an Evanta member, check out MyEvanta to view upcoming opportunities to collaborate in-person and virtually with your community.


Anthony Congi headshot

Anthony Congi

Sr Content Manager at Evanta, a Gartner Company

by CHROs, for CHROs

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