What Does a 90-Day Plan Look Like for a New CHRO?

In the rapidly evolving world of human resources, the role of a Chief Human Resources Officer (CHRO) is pivotal. 

According to a recent survey by the Society for Human Resource Management (SHRM), 65% of new CHROs experience significant challenges during their first three months. 

This statistic underscores the importance of a well-structured 90-day plan. A new CHRO’s first 90 days are critical for setting the stage for long-term success and transformation within the organization. 

This article provides a comprehensive guide on what a 90-day plan should entail for a new CHRO, including a detailed Gantt chart to illustrate the timeline.

Gantt Chart for a CHRO’s First 90 Days

The Strategic Importance of a 90-Day Plan for a CHRO

A 90-day plan is a vital roadmap for new CHROs, enabling them to navigate the complexities of their role and effectively align HR strategies with organizational goals. The plan is divided into three key phases: learning, strategizing, and executing. Each phase plays a crucial role in ensuring the CHRO integrates seamlessly into their role, understands the organization’s needs, and drives impactful changes.

Phase 1: Learning (Days 1-30)

Objective: Gain a comprehensive understanding of the organization’s culture, operations, and current HR practices.

Week 1-2: Onboarding and Orientation

1. Executive Meetings: Meet with the CEO and other members of the executive team to understand the company’s strategic objectives and vision. Discuss key organizational challenges, expectations for the HR function, and any immediate issues that need addressing.
2. Document Review: Review critical documents, including the employee handbook, current HR policies, organizational charts, and recent employee engagement surveys. Familiarize yourself with the company’s mission, values, and strategic goals.
3. Introduction to HR Team: Conduct one-on-one meetings with HR staff to understand their roles, challenges, and insights.Assess the team’s dynamics and identify any immediate needs or concerns.

Week 3-4: Assessment and Data Collection

1. HR Metrics Analysis: Analyze key HR metrics such as turnover rates, recruitment costs, employee satisfaction scores, and compliance issues. Evaluate the effectiveness of current HR processes and identify any areas for improvement.
2. Employee and Manager Feedback: Conduct surveys or focus groups to gather feedback from employees and managers about current HR practices and areas for improvement. Review past performance reviews and employee feedback to identify recurring themes and issues.
3. SWOT Analysis: Perform a SWOT analysis (Strengths, Weaknesses, Opportunities, Threats) of the current HR function to understand its current state and potential areas for development.

Phase 2: Strategizing (Days 31-60)

Objective: Develop a strategic plan based on insights from the learning phase to address key areas and set the direction for HR initiatives.

Week 5-6: Strategic Planning

1. Goal Setting: Work with HR team members and key stakeholders to define clear, measurable HR goals that align with the organization’s strategic objectives. Prioritise initiatives based on impact, feasibility, and alignment with organizational needs.
2. Action Plan Development: Create a detailed action plan outlining specific initiatives, timelines, resources required, and responsible parties. Develop a roadmap for implementing new HR policies, programs, or changes.
3. Communication Strategy: Develop a communication plan to effectively share the strategic vision and upcoming changes with the organization. Prepare messaging for various stakeholders, including employees, managers, and external partners.

Week 7-8: Stakeholder Engagement

1. Presentation to Executive Team: Present the strategic plan to the executive team, outlining key initiatives, expected outcomes, and resource requirements. Incorporate feedback from the executive team to refine and finalize the plan.
2. Building External Relationships: Establish relationships with key external partners, such as benefits providers, recruitment agencies, and industry experts. Attend industry events or networking opportunities to gain insights and build connections.
3. Team Alignment: Ensure that the HR team is aligned with the new strategy and understands their roles in executing the plan. Conduct workshops or training sessions to equip the team with the necessary skills and knowledge.

Phase 3: Executing (Days 61-90)

Objective: Implement the strategic plan, monitor progress, and make adjustments as needed to ensure successful execution.

Week 9-10: Implementation

1. Rollout of Initiatives: Begin the rollout of new HR initiatives, policies, and processes according to the action plan. Launch new programs such as employee engagement activities, leadership training, or revised recruitment procedures.
2. Employee Communication: Communicate the changes to employees through meetings, newsletters, or other channels. Provide support and resources to help employees adapt to new policies or programs.
3. Monitor and Support: Monitor the implementation process and address any issues or challenges that arise. Provide support to HR team members and other stakeholders involved in the execution.

Week 11-12: Evaluation and Adjustment

1. Performance Review: Assess the effectiveness of the implemented changes by reviewing performance metrics, employee feedback, and overall impact. Identify any areas where adjustments are needed and make necessary modifications to the strategy.
2. Reporting: Prepare a comprehensive report summarizing achievements, challenges faced, and recommendations for future actions. Share the report with the executive team and other key stakeholders.
3. Planning for the Future: Develop a plan for ongoing HR initiatives and continuous improvement based on the insights gained during the first 90 days. Set the stage for the next phase of HR transformation and strategic development.

Conclusion

A well-defined 90-day plan is essential for a new CHRO to navigate their initial transition successfully. By focusing on learning, strategizing, and executing, a new CHRO can effectively integrate into their role, address immediate challenges, and set a solid foundation for long-term success. This structured approach not only aligns HR strategies with organizational goals but also fosters strong relationships with employees and stakeholders.

For new CHROs, adhering to this detailed plan can facilitate a smooth transition and drive impactful changes within the organization. As you embark on your journey, leverage industry resources and connect with fellow HR professionals to enrich your understanding and enhance your leadership capabilities.

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