CHROs and Their Role as Heroes in the Aftermath of the Pandemic

There are several lessons learned from the COVID-19 pandemic. Most of these were executed in a field that was little explored for some, such as home office. However, during this time, organizations found ways to grow, strengthen and become resilient, while opportunities opened up to create better workplaces in the face of an impending organizational transformation for all.

During this time, the role of human capital leaders was evidenced as vital within any organization, and their role goes beyond supporting the strategy of an organization, hiring, training or talent management and retention. Their vision to lead the adaptation to change in the midst of uncertainty marked a before and after in the human capital arena and for the most important element inside companies and organizations: their employees.

According to the World Health Organization (WHO), stress at work threatens the good performance and the fulfillment of the results of an organization. If a company does not provide an enjoyable and good work environment, it cannot get the best out of its employees.

Creating a work environment with new structures and benefits, including remote work, was not an easy task. Currently, Mexico is registering an "unusual" increase in resignations that started in 2020. According to the Mexican Ministry of Health, it is estimated that in Mexico, 15 million people suffer from a mental health disorder, with work-related stress being the main ailment and three out of four Mexican workers suffering from it. This is a very worrying aspect that needs to be highlighted even more after the COVID-19 pandemic, since there are many factors that influence these rates.

Changing these figures for the better requires strategic and innovative planning that balances daily operations with a healthy work environment, which boosts confidence and satisfaction indexes. That is why the role of human resources managers has become even more relevant than usual during the last two years.

Recently, Great Place to Work® Mexico, conducted a study in which it was revealed that more than 50 percent of Mexicans would be willing to quit their jobs if they did not have a hybrid or home office scheme after the pandemic. Undoubtedly, workplaces are no longer the same after the health crisis.

Also, in the evaluation we conducted of “The 100 Best CHRO's in Mexico 2022,” we found that 90 percent of the human capital managers on our list established flexible work programs, with employee care being among the most important pillars to ensure high-trust environments.

The health crisis also made it clear that the search for solutions and visible progress is only possible through synergies and collaboration between organizations, areas, teams and employees. One of the ways in which companies can embrace this and benefit is by integrating these human capital leaders into the steering committee so that they can contribute ideas and alternatives to improve communication processes, workloads, levels of trust and satisfaction among their collaborators to maintain the emotional and physical well-being of all members of the organization. 

Today, more than ever, employees need a good work-life balance, excellent compensation and benefits, job security and inspirational colleagues and culture as well as open and effective leadership, professional challenges and flexible working conditions. Who is better than HR managers to work on a daily basis to meet these needs.

It is important to highlight that the impact of innovation in human resources is high. The new generations are the largest workforce and have brought new desires, expectations and purposes that impact work schemes, as well as in their organizations. This entails a great effort to draw a balance among these demands, the path traveled by other generations and the history of the organization.

In addition, innovation is one of the strongest ways to overcome the great challenges that exist, such as the Great Resignation, boomerang workers, emotional salary or the different actions related to diversity and inclusion (D&I). In Great Place to Work® Mexico’s survey, we found that 94 percent of “The 100 Best CHRO's in Mexico” made D&I a priority for their organization, a trend that is currently key to increasing trust and satisfaction by improving the relationship with and collaboration of employees. Also, more than 95 percent have implemented recruitment and selection policies and processes that ensure equal opportunities by not presenting limiting and/or discriminatory conditions derived from age, gender, race and sexual orientation.

Without a doubt, the human capital area has increased in relevance and presence in the workplace over the last couple of years and will continue to do so. Above all, because we live in a constantly changing world where it is necessary for companies to transform themselves and put their employees at the heart of their strategies to generate better business results and real competitive advantages.