The Modern CHRO: Episode 2

In the latest installment of our CHRO leadership series, we hear from Dustin Lee, whose career spans a variety of industries- a breadth that offers a uniquely comprehensive view of what it really takes to lead People strategy in today’s organizations.

Across industries with vastly different pressures, cultures, and regulatory environments, a few constants still define exceptional CHRO leadership. And, as Dustin reminds us, the differences matter just as much as the similarities.

Listen to Episode 2: “Industry Requirements of a CHRO” HERE

Partner Tom Wilson interviews two HR Executive experts to discuss their perspectives on the evolving role. Our panel includes:

• Dustin Lee, Chief People Officer, Innovage
• Kathleen Weslock, Executive Partner in CHRO Practice, Gartner

The Universal Truths of CHRO Leadership

Regardless of industry, a central principle of the CHRO mandate is that managers are multipliers of performance.

While every company has its own dynamics, the impact of managers is a constant. They shape engagement, drive culture, and directly influence results.

Equally foundational is leadership trust—the true currency of every people strategy. No matter the sector, trust determines the speed and quality of decision‑making, how talent is developed, and an organization’s ability to navigate change.

Ultimately, it is noted that a CHRO’s highest‑value decisions often come down to a handful of critical questions:

• Who leads?
• What are we paying leaders to do?
• How are we developing them?

Getting those decisions right drives “outsized outcomes,” no matter the organization’s size or mission.

Where CHRO Work Diverges Across Industries

While some responsibilities remain constant, the context in which a CHRO operates can dramatically reshape priorities, focus areas, and risk tolerance.

Healthcare: Highly Regulated and Compliance‑Driven

In healthcare, CHROs navigate one of the most regulated talent environments in the economy. Compliance influences everything—from staffing models to licensure to workforce readiness. HR strategy must be rigorous, consistent, and deeply attuned to regulation.

Oil & Gas: Global Scale, Safety, and Capital Discipline

Oil & gas brings a different level of complexity. Many organizations operate globally, often in geographically dispersed and high‑risk environments.

In this sector, HR strategy is shaped by:

• Safety as a core, non‑negotiable priority
• Global workforce coordination
• Capital discipline, where investments and workforce decisions must align tightly with operational economics

Tech‑Enabled Services: Fluid Talent Markets and Skill Evolution

On the other end of the spectrum, tech‑enabled services face a hyper‑fluid talent market and fast‑shifting skill requirements. Here, CHROs focus heavily on:

• Skill architectures
• Technical capability development
• Career lattices that matter more than traditional job ladders

Employees, especially engineers, want clarity on how they can grow, where they can go next, and what technical competencies will accelerate their careers.

Why These Differences Matter in the Future of HR

As industries evolve, so do the expectations placed on CHROs. Adaptable, thoughtful HR leadership can drive impact in any environment. It also highlights why the next generation of CHROs must be equally comfortable with people strategy, business economics, and organizational design.