Chief Human Resources Officer
Også kendt som: HR Director · People Director
Sets the strategic people agenda, leads the hr function and holds board level responsibility for employership and labour relations.
The chief human resources officer sits on or beside the board and connects organisational strategy with people policy, culture and labour relations. Unlike the hr manager, this role covers works council relations at company level, collective bargaining and long term staffing. Selection stalls on a strong hr reputation as the criterion, while the role depends on operating at governance level between works councils, unions and fellow directors with conflicting interests.
Kompetencer, der skal måles
Dette er adfærds- og kompetencekonstruktionerne i denne profil. Hver enkelt viser, hvilket spørgeskema i hrmforce der måler den.
| Kompetencer, der skal måles | Målniveau | hrmforce instrument | Evalueringsmetode | Adfærdsmæssigt anker på målniveau |
|---|---|---|---|---|
| Developing vision Kompetence (50-rammeværk): Vision | N5 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Formulates a multi-year vision for the whole organisation, underpins it with scenarios and uses it as a test for investments. |
| Listening and probing Kompetence (50-rammeværk): Listen | N5 | Big Fifty, 360 Feedback | 360-degree feedback | Picks up sensitive signals in conversations with directors and supervisors and uses them to adjust organisational policy in good time. |
| interpersonal sensitivity Kompetence (50-rammeværk): Sensitivity | N5 | Big Fifty, 360 Feedback, Colour Profile (Jung) | Personality questionnaire | Trains others in recognising social signals and uses that insight when designing sensitive change processes across the organisation. |
| organisational awareness Kompetence (50-rammeværk): Organizational Sensitivity | N5 | Big Fifty, Competency Check, 360 Feedback | Situational Judgement Test | Sees through relations between organisational units and external parties and steers decision making by organising support at an early stage. |
| integrity and dependability Kompetence (50-rammeværk): Integrity | N5 | Big Fifty (Integrity Scale), 360 Feedback, Structured interview | Personality questionnaire | Sets the organisation's integrity standards, enforces them also with influential parties and explains the resulting choices publicly. |
| independence Kompetence (50-rammeværk): Independence | N4 | Big Fifty, 15PF | Personality questionnaire | Takes a decision that departs from the group line, explains the reasoning behind it and accepts the consequences. |
Kort profil
De ti vigtigste kompetencer i denne profil. Den fulde profil med alle kompetencer, adfærdsmæssige ankerpunkter og vurderingsmetoder findes i downloadfilen.
| T | Kompetence | Målniveau | Vægt | Knockout | Evalueringsmetode |
|---|---|---|---|---|---|
| V | Advisory skill | N5 | 5 | ja | Assessment centre |
| G | Developing vision | N5 | 5 | nej | Assessment centre |
| V | Workforce planning and strategic workforce planning | N5 | 5 | nej | Work sample test |
| V | Recruiting and selecting | N5 | 5 | ja | Structured interview |
| K | HR policy and instruments | N5 | 5 | ja | Knowledge test |
| V | Change management | N4 | 5 | nej | Assessment centre |
| G | Listening and probing | N5 | 4 | nej | 360-degree feedback |
| G | interpersonal sensitivity | N5 | 4 | nej | Personality questionnaire |
| G | organisational awareness | N5 | 4 | nej | Situational Judgement Test |
| G | integrity and dependability | N5 | 4 | nej | Personality questionnaire |
Se alle 25 kompetencer i den fulde profil
Vurderingsværktøjer til denne stilling
Competency Check
Behavioral-Level Competency Assessment
Knowledge test (client-specific)
Professional knowledge test, customized for each client
360 Feedback
Multiple assessments based on behavioral anchors
Work sample test
Representative work sample under standardized conditions
Big Fifty
Personality questionnaire, 150 items, 25 factors
Structured interview
Behavioral interview with a fixed structure
Development Review
Structured development interview
Portfolio
Evaluation of prior work against fixed criteria
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
Big Fifty (Integrity Scale)
15PF
Personality Profile, a shorter alternative to the Big Fifty
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
Sammenlignelige stillinger
24 kompetencer i profilen · medior
HR Manager24 kompetencer i profilen · senior
HR Business Partner24 kompetencer i profilen · senior
HR Officer24 kompetencer i profilen · junior
Recruiter24 kompetencer i profilen · medior
Corporate Recruiter25 kompetencer i profilen · medior
Staffing Consultant24 kompetencer i profilen · medior
Occupational Expert23 kompetencer i profilen · senior