A growing business requires a range of company leaders. This enables the brand to develop toward its key goals utilizing the diverse skills and knowledge of experienced professionals. In the best case scenarios, your choice of leaders across different departments can introduce innovative measures that empower your company to exceed expectations. Including a chief talent officer (CTO) in your management or executive levels plays a key part in your efficacy here.
After all, a CTO doesn’t just ensure that you have the most skilled and dedicated staff working in entry level positions in your business. This leader is also tasked with helping to ensure your company is able to identify and attract the most impactful leaders in other areas of the business. Not to mention that their abilities, knowledge, and insights can have a positive effect on your wider strategic planning. As such, placing focus on finding and attracting the right CTO can be a wise investment.
Let’s take a closer look at the chief talent officer job description. What can they do for your business and what attributes should a great employee in the role possess?
The role of chief talent officer can be vital to the success of a business. But just where do people in this role fit into the organization? In terms of hierarchy, CTOs are usually upper-management level professionals. As such, they usually report to senior executives. This is a largely independent role, and as such, unless hired by a large organization, there tends not to be an extensive team reporting to the chief talent officer.
With regard to departments, chief talent officers collaborate with a variety of different sections. In the majority of cases, their primary working relationships will be with the human resources (HR) department. Indeed, if there are workers reporting to the CTO, they’ll usually be connected to HR. That said, CTOs can also work closely with business analytics departments to better understand future company recruitment needs and plan accordingly. They’ll also collaborate with higher level executives to assess and plan the wider growth strategy of the organization. In some cases, a CTO can work with marketing departments to establish long-term development of the company’s reputation as a great employer. As such, chief talent officers can have responsibilities over and within a range of departments and professionals.
The primary job description of a chief talent officer is to take charge of an organization’s overall recruitment and hiring strategies. This doesn’t just apply to the external acquisition aspects. It also involves ensuring there is a robust and effective internal talent identification, development, and progression system in place. One of the CTO’s most important tasks is liaising with upper executives in helping them understand different departments’ HR needs and challenges. They work to establish effective strategies that both meet the needs of departments while also falling in line with the company’s wider growth and budgetary plans.
Alongside the general aspects of the role, there are some common day-to-day duties that chief talent officers tend to be responsible for. These include:
- Designing and establishing employee training protocols.
- Analyzing current HR and development strategies to identify areas for improvement and change.
- Identifying and implementing effective employee engagement assessment measures.
- Analyzing worker disengagement and dysfunctional turnover data with a view to bolstering retention.
- Collaborating with executives and other upper leadership to establish talent acquisition in line with growth plans.
- Developing relationships with external recruiters, local universities, and professional organizations.
- Assessing and improving employee rewards, benefits, and wellness programs.
- Bolstering the brand reputation and visibility.
- Establishing methods to strengthen team collaboration and unity.
- Reviewing and strengthening elements that influence company culture.
Key Technical Skill Sets
The chief talent officer job description includes varied duties and expectations. As such, the technical skill sets that this position requires can be equally wide ranging. Naturally, there will be elements that are rooted in standard human resources management and operations. However, there are also significant aspects of organizational strategy and leadership involved.
Many of the skills required can be gained from dedicated formal education programs, such as bachelor’s and master’s degree courses in human resources or business management. However, some of the most useful skills will be gained through experience on the job. Indeed, most CTOs will be expected to have at least 5 and upwards of 10 year’s experience in a management or corporate HR role.
Some of the basic technical skills expected of chief talent officers include:
- Familiarity with human resource management software, recruitment platforms, and applicant tracking systems (ATS).
- Designing, implementing, and assessing employee engagement data collection tools.
- Strategic planning.
- Data analytics.
- Understanding of coaching and assessment methods.
- Thorough knowledge of labor laws and how they’re applied.
- Candidate background checking.
- Onboarding process design and implementation.
- Brand development knowledge.
- Content marketing skills, including search engine optimization (SEO) and video production.
- Understanding and utilization of artificial intelligence (AI) driven recruitment, hiring, and business analytics platforms.
Primary Personal Characteristics
As with any role, the technical skills alone don’t make for a great chief talent officer. The range of soft skills and personal characteristics a CTO possesses can make a significant difference to their efficacy. Again, given the diverse nature of this career path, the attributes CTOs should maintain and develop are varied.
For instance, the HR focus of the role naturally means that CTOs need to cultivate soft skills that maximize their ability to interact with people in meaningful ways. In addition, this is a key leadership position, so the personal attributes will need to reflect those of a strong, communicative, and approachable influencer. There are also duties surrounding benefits and company culture, which requires soft skills rooted in appreciating workers needs and challenges.
Therefore, some of the primary personal characteristics chief talent officers should cultivate include:
- Clear and effective communication.
- Conflict resolution.
- Practical agility.
- Networking and interpersonal relationship building.
- Stress management.
- Cultural awareness and sensitivity.
- Effective motivational behavior.
- Commitment to ongoing self-driven learning.
- Critical thinking.
- Mindful mentorship and guidance skills.
Naturally, the extensive job description for a chief talent officer tends to result in a higher salary. However, it’s important to note that the recompense will usually depend on the size of the business and the area of the country they’re operating in. A CTO in a multinational corporation based in a large city is certainly going to command a higher rate than the same position for a largely remote startup. Nevertheless, the average base pay tends to sit at around $126,516 per year. However, additional components such as performance-based bonuses, benefits, and stock options can push this up significantly.
The job description of a chief talent officer is varied in nature. Though they primarily function as a leader in HR, their influence and responsibilities extend across all departments. The common duties in the role also reflect their diverse influence, including contributing to wider strategic planning alongside building a stronger company culture. As such, they require significant technical skill sets that boost their functional efficacy and soft skills that support their ability to interact meaningfully with workers and executives alike. The position certainly represents a significant investment for any business. However, the right person in this role can influence your company’s success for years to come.