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In today’s business landscape, HR is no longer a back-office function—it’s a strategic engine powering culture, growth, and business transformation. Modern CHROs are redefining their roles, prompting a broader shift in how companies view leadership across the organization.
In the eleventh episode of the HR Game Changers series, three trailblazing HR executives joined host Janelle Henry to explore the future of HR leadership. From business fluency and organizational design to AI adoption and emotional intelligence, this episode highlighted what it truly takes to lead as a modern CHRO.
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Speakers
Janelle Henry: Talent and Brand at Stripe, Advisor & Former VP of People at Rad AI & GoProfiles customer (moderator)
Robin Merritt: Chief People Officer at Gainsight
Saralynn Malott: VP, People Operations at Sanas
Jeri Doris: Chief People Officer at Justworks
Key Takeaways:
Think like a strategist: Modern CHROs are evolving from executors to architects of business transformation.
Speak the language of business: Business fluency is essential—HR leaders must understand strategy, structure, and financial metrics.
Design for impact: Org design, workforce planning, and retention are core to company success—not just HR tasks.
Lead the AI evolution: As AI reshapes work, HR must champion upskilling and responsible implementation.
Elevate the human advantage: Emotional intelligence and clear communication remain essential to leadership in the digital age.
Start with Business Fluency
For modern CHROs, understanding the business isn’t just helpful—it’s essential. “You should be able to speak to an investor or the street the same way your CFO would—just with a people lens,” said Jeri Doris. The ability to connect talent strategy to business results is what elevates HR from a support function to a strategic driver.
“You should be able to speak to an investor or the street the same way your CFO would—with a people lens.”
—Jeri Doris, Chief People Officer at Justworks
Robin Merritt shared how she encourages her team to develop this fluency in three practical ways:
Board debriefs: Even if you’re not in the boardroom, ask for the recap. What was discussed? Where is the business headed?
Company OKRs: Understand the top-line objectives and who owns them. Knowing the metrics that matter helps HR align its efforts.
Sales calls: Listening to customer conversations offers insight into product-market fit, pain points, and how teams are performing under pressure.
Spending even 10% of your time engaging with these parts of the business, Merritt explained, can change how HR is perceived—and how effectively it can operate. It’s not just about earning a seat at the table; it’s about showing you know what to do with it.
“Think like a CEO – leverage HR as a strategic lever.”
—Robin Merritt, Chief People Officer at Gainsight
Talent Strategy = Business Strategy
“You can’t get anything done without people,” said Jeri Doris—and it’s more than a mantra. Talent is the engine behind innovation, growth, and long-term sustainability. As organizations evolve, so must their understanding of how deeply people strategy is interwoven with business outcomes.
Saralynn Malott emphasized that HR’s role goes far beyond filling requisitions.
“First, understand what we are trying to solve for. How are we up-leveling our existing talent? How are we retaining that existing talent?”
—Saralynn Malott, VP, People Operations at Sanas
It’s a mindset shift: from transactional staffing to long-term workforce design.
Robin Merritt illustrated how Gainsight takes a data-informed approach to connect employee experience to business success.
“eNPS drives NPS, which drives customer retention, which creates exit value.”
—Robin Merritt, Chief People Officer at Gainsight
In other words, engaged employees lead to satisfied customers—and that translates directly to growth and enterprise value.
For CHROs, tying talent strategy to business performance isn’t optional. It’s the playbook.
Get Ahead of Org Design
Too often, HR is brought in after decisions are made—tasked with implementing org structures they had little hand in shaping. That reactive model is no longer sustainable.
At Justworks, Jeri Doris shared that she and her team are embedded early in organizational design conversations, partnering with finance and customer service leaders to co-create structures that support strategic growth.
“Flip org design upstream instead of catching it downstream—be curious and ask a lot of questions.”
—Jeri Doris, Chief People Officer at Justworks
Saralynn Malott echoed the need to be upstream. “If you’re receiving a fully baked plan, it’s already too late,” she said. HR should help frame the problem and influence the path forward—not just fill in the blanks.
Janelle Henry added a critical reminder: org charts built without people insights often miss the nuances that matter most—like level mix, bench strength, and future hiring needs. Without thoughtful HR input, companies risk designing for today’s needs while overlooking tomorrow’s potential.
“When you’re building out an org chart, leaders think they’ve got it covered until it’s time to communicate or assess implications. But so much of the nuance comes in that first design.”
—Janelle Henry, Talent and Brand at Stripe, Advisor & Former VP of People at Rad AI
Lead the Way on AI
AI isn’t just a trend—it’s a transformative force reshaping how work gets done. As automation, generative tools, and predictive technologies accelerate, HR leaders are being called to the front lines of organizational readiness.
The panelists shared how they’re preparing their organizations for this shift:
At Justworks, Jeri Doris partnered with L&D and data teams to build an AI proficiency initiative aimed at ensuring 80% of employees are confident using AI tools. In addition, a people-led AI governance group meets regularly to guide policy, experimentation, and responsible implementation.
At Sanas, Saralynn Malott is focused on upskilling from within. “It’s more cost-effective, faster, and better for retention than external hiring,” she explained. Malott also stressed the importance of being proactive in understanding evolving talent needs and ensuring that existing employees don’t get left behind.
At Gainsight, Robin Merritt ties AI enablement directly to performance. Her team connects AI readiness to key business metrics like employee productivity, customer retention, and employee satisfaction—proving that preparing people for the future of work is a growth lever.
The message was clear: HR’s responsibility is not just to implement new tools, but to steward change, champion enablement, and design an inclusive path forward.
AI transformation is here. And it’s HR’s time to lead it.
EQ Is Still a Superpower
As organizations embrace digital transformation, one thing remains constant: emotional intelligence (EQ) is still a defining trait of exceptional HR leaders. While data and tools are essential, it’s EQ that enables leaders to build trust, navigate uncertainty, and foster human connection at scale.
“Hard skills get you in the door, but soft skills keep you there.”
—Saralynn Malott, VP, People Operations at Sanas
She also emphasized the power of empathy, active listening, and feedback in leading through rapid change.
Robin Merritt offered a compelling example. After missing a meeting, she reviewed AI-generated notes and compared them with the actual recording. “The notes missed tension, awkward pauses—all the things you only catch when you’re in the room,” she shared.
It was a reminder that presence, perception, and nuance can’t be automated. As Jeri Doris added, vulnerability and authenticity are essential to building cultures where people feel safe to speak up, grow, and innovate.
In a world increasingly run by algorithms, human-centered leadership is HR’s ultimate superpower.
From Executor to Architect
As the role of HR continues to evolve, the next generation of CHROs must move beyond operational execution to become strategic visionaries. When asked what qualities will define the CHROs of tomorrow, the panelists outlined a clear and compelling leadership framework:
Business acumen: Know the financials. Understand your company’s market, customers, and business model. Great HR leaders don’t just support the strategy—they help shape it.
CEO mindset: Make decisions with an enterprise-wide perspective. Whether you’re working on org design or employee engagement, consider how every action affects long-term outcomes.
Emotional intelligence: Lead with empathy and authenticity. In times of uncertainty or change, trust and communication are your most powerful tools.
AI fluency: Understand how technology is transforming roles, teams, and workflows. Equip your people to thrive in a digital-first environment.
This new model of HR leadership requires courage, clarity, and the willingness to challenge the status quo.
Final Advice for Strategic HR Leaders Building a Compensation Model
To wrap up the conversation, the panelists shared their closing thoughts for aspiring and current CHROs:
“Don’t be afraid to ask the question no one else is asking. “Curiosity opens doors to innovation.”
—Robin Merritt, Chief People Officer at Gainsight
“Strategy isn’t created in isolation. Get close to your partners in finance, operations, and product – that’s where the magic happens.”
—Jeri Doris, Chief People Officer at Justworks
“The best HR leaders create the space for others to grow while continuing to challenge themselves.”
—Janelle Henry, Talent and Brand at Stripe, Advisor & Former VP of People at Rad AI
“Culture is not just a value on a wall. Shape it with intention.“
—Saralynn Malott, VP, People Operations at Sanas
As the panel reminded us, HR is no longer just about delivering programs—it’s about shaping what comes next.
Final Thoughts
The future of HR is bold, dynamic, and deeply connected to business impact. As this episode made clear, today’s CHROs aren’t just keeping pace with transformation—they’re actively leading it. By embracing business acumen, designing intentional organizational structures, leveraging AI, and leading with empathy, HR leaders are shaping the future of their organizations.
GoProfiles—an AI-powered platform designed to help people teams celebrate achievements, foster authentic connections, and build thriving cultures in today’s fast-paced world—empowers strategic leaders to lead with intention.
Ready to take the next step? Try GoProfiles for free and unlock new possibilities for your leadership journey.
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