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Purpose This paper aims to outline and explore the changes chief human resources officers (CHROs) can expect in the digital age, focusing on three distinct categories: inward (changes within the office), outward (changes at the employee/manager level) and across (changes to the organization at large). Design/methodology/approach This paper carried out a review of digitization’s impact on the CHRO role, an assessment of changes at the employee/manager level and an assessment of changes at the organization-wide level. Findings Mimicking social media aligns learning and engagement technology with the expectations and working practices of the millennial generation. The HR function, led by the CHRO, may leverage the power of digital technology to gain an advantage over competitors by attracting and retaining top millennial talent. Cloud technology makes available a wealth of easily accessible information, which facilitates far more effective communication between management and employees. Digital provides employees leverage in terms of formulating strategy, decision-making and even leadership. Expect a dramatic increase in plug-and-play digital solutions related to recruitment and talent. Originality/value Learning and opinion based on the experience of a talent advisory consultant partnering with CHROs across a broad range of Fortune 500 companies.
James Larkin (Mon,) studied this question.