▁of ▁human ▁resources . ▁R oles ▁and ▁respons ib ilities ▁of ▁a ▁typical ▁CH RO ▁can ▁be ▁categor ized ▁as ▁follows : ▁work force ▁strateg ist , ▁organiz ational ▁and ▁performance ▁conduct or , ▁H R ▁service ▁delivery ▁owner , ▁comp liance ▁and ▁govern ance ▁reg ulator , ▁and ▁coach ▁and ▁advis er ▁to ▁the ▁senior ▁leadership ▁team ▁and ▁the ▁board ▁of ▁direct ors . ▁CH RO s ▁may ▁also ▁be ▁involved ▁in ▁board ▁member ▁selection ▁and ▁orientation , ▁executive ▁compens ation , ▁and ▁succession ▁planning . ▁In ▁addition , ▁functions ▁such ▁as ▁communic ations , ▁facilities , ▁public ▁relations ▁and ▁related ▁areas ▁may ▁fall ▁within ▁the ▁scope ▁of ▁the ▁CH RO ▁role . ▁In cre asing ly , ▁CH RO s ▁report ▁directly ▁to ▁chief ▁executive ▁officers ▁and ▁are ▁members ▁of ▁the ▁most ▁senior - level ▁comm itte es ▁of ▁a ▁company ▁( e . g ., ▁executive ▁committee ▁or ▁office ▁of ▁the ▁CE O ). ▁ ▁E volution ▁of ▁the ▁profession ▁ ▁The ▁role ▁of ▁the ▁CH RO ▁has ▁evol ved ▁rapidly ▁to ▁meet ▁the ▁human ▁capital ▁needs ▁of ▁organizations ▁operating ▁across ▁multiple ▁regul atory ▁and ▁labor ▁environments . ▁ ▁Where as ▁CH RO s ▁once ▁focused ▁on ▁organizations ▁human ▁resources ▁in ▁just ▁one ▁or ▁two ▁countries , ▁today ▁many ▁over see ▁complex ▁networks ▁of ▁employees ▁on ▁more ▁than ▁one ▁continent ▁and ▁implement ▁work force ▁development ▁strateg ies ▁on ▁a ▁global ▁scale . ▁ ▁CH RO s ▁are ▁especially ▁important ▁now ▁in ▁helping ▁companies ▁navigate ▁the ▁work force ▁issues ▁associated ▁with