{"id":2150,"date":"2025-08-19T17:21:31","date_gmt":"2025-08-19T17:21:31","guid":{"rendered":"https:\/\/www.goprofiles.io\/blog\/?p=2150"},"modified":"2025-08-19T19:56:22","modified_gmt":"2025-08-19T19:56:22","slug":"chro-playbook-10-step-career-path-checklist","status":"publish","type":"post","link":"https:\/\/www.goprofiles.io\/blog\/chro-playbook-10-step-career-path-checklist\/","title":{"rendered":"From HR Partner to CHRO: Your 10-Step Playbook"},"content":{"rendered":"\n<p>The latest <a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-12-recap-branding-strategies-internally-and-externally\/\" target=\"_blank\" rel=\"noreferrer noopener\">HR GameChangers panel<\/a> stripped away the buzzwords to reveal what it <em>really<\/em> takes to step into\u2014and succeed in\u2014the CHRO role.<\/p>\n\n\n\n<p>Today\u2019s CHRO must go beyond policies and compliance. The modern mandate blends business acumen, data fluency, and executive presence\u2014elevating the employer brand while delivering measurable business impact.<\/p>\n\n\n\n<p>Use this 10-step CHRO playbook to evaluate your readiness, refine your strategy, and map the path to securing\u2014and excelling in\u2014the top HR seat.<\/p>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>10-Step CHRO Career Path Checklist<\/strong><\/h3>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"683\" height=\"1024\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/08\/19183037\/10-Step-CHRO-Career-Path-Checklist-2-683x1024.png\" alt=\"\" class=\"wp-image-2183\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/08\/19183037\/10-Step-CHRO-Career-Path-Checklist-2-683x1024.png 683w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/08\/19183037\/10-Step-CHRO-Career-Path-Checklist-2-200x300.png 200w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/08\/19183037\/10-Step-CHRO-Career-Path-Checklist-2-768x1152.png 768w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/08\/19183037\/10-Step-CHRO-Career-Path-Checklist-2-1024x1536.png 1024w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/08\/19183037\/10-Step-CHRO-Career-Path-Checklist-2-27x40.png 27w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/08\/19183037\/10-Step-CHRO-Career-Path-Checklist-2.png 1200w\" sizes=\"auto, (max-width: 683px) 100vw, 683px\" \/><figcaption class=\"wp-element-caption\"><a href=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/08\/19165214\/10-Step-CHRO-Career-Path-Checklist-1.pdf\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">Download<\/a><\/figcaption><\/figure><\/div>\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Step 1: Lead as a Business Executive First, HR Leader Second<\/strong><\/h3>\n\n\n\n<p>The fastest way to earn respect in the C-suite is to <a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-11-recap-chros-as-architects-of-business-strategy\/\" target=\"_blank\" rel=\"noreferrer noopener\">think and speak like a business executive<\/a>. Instead of framing decisions in HR terminology alone, connect every initiative to tangible outcomes like revenue growth, market share, profitability, and risk reduction.<\/p>\n\n\n\n<p>When you present your ideas, the leadership team should hear the language of business strategy, not just compliance or employee relations. This shift signals that you\u2019re not simply running HR but driving the company forward.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Link people strategy directly to revenue growth, margin expansion, and risk mitigation.<\/li>\n\n\n\n<li>Translate strategic plans into clear org design and change management roadmaps.<\/li>\n<\/ul>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"606\" height=\"606\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/08\/14223626\/Group-21.png\" alt=\"\" class=\"wp-image-2142\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/08\/14223626\/Group-21.png 606w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/08\/14223626\/Group-21-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/08\/14223626\/Group-21-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/08\/14223626\/Group-21-40x40.png 40w\" sizes=\"auto, (max-width: 606px) 100vw, 606px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cI always say I\u2019m a business leader first. The real challenge is translating business strategy into HR strategy that drives organizational value.\u201d<\/p>\n<cite>\u2014<em><em>Vanesa Cotlar<\/em>, VP of People &amp; Culture at PolicyMe<\/em><\/cite><\/blockquote>\n\n\n\n<p class=\"has-text-align-right\"><a href=\"https:\/\/youtube.com\/shorts\/Gxr7L-yqVRE?feature=shared\">MORE INSIGHTS FROM VANESA<\/a><\/p>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Step 2: Build the CEO\u2013CFO\u2013CHRO Power Trio<\/strong><\/h3>\n\n\n\n<p>A CHRO\u2019s influence grows exponentially when partnered closely with the CEO and CFO. Together, these three roles steer the organization\u2019s human and financial capital. Cultivating a strong relationship with the CFO ensures HR has input on fiscal priorities, budget allocations, and investment decisions. This is how you move from being a \u201csupport function\u201d to becoming a strategic business partner who co-authors the business plan.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Schedule regular touchpoints with Finance to master P&amp;L, cash flow, and key KPIs.<\/li>\n\n\n\n<li>Speak in CFO-ready language\u2014forecasts, ROI, and cost scenarios.<br><\/li>\n<\/ul>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Step 3: Rotate Outside HR (and Return with More Credibility)<\/strong><\/h3>\n\n\n\n<p>The most credible CHROs have walked in other leaders\u2019 shoes. Serving in operations, sales, or product roles provides a front-line perspective on the challenges different teams face. This teaches you to balance people&#8217;s priorities with business realities. This experience gives you empathy, operational fluency, and practical insight that make your HR strategies more relevant and impactful when you return.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Take interim roles outside HR to understand other leaders\u2019 pressures.<\/li>\n\n\n\n<li>Return with operational insight that improves people programs.<br><\/li>\n<\/ul>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"606\" height=\"606\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/08\/14223701\/Group-20-2.png\" alt=\"\" class=\"wp-image-2143\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/08\/14223701\/Group-20-2.png 606w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/08\/14223701\/Group-20-2-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/08\/14223701\/Group-20-2-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/08\/14223701\/Group-20-2-40x40.png 40w\" sizes=\"auto, (max-width: 606px) 100vw, 606px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cIf there\u2019s ever an opportunity to step into other leaders&#8217; roles, I would highly recommend it.\u201d<\/p>\n<cite>\u2014<em><em>Allyson Carr<\/em>, Chief People Officer at Cybereason<\/em><\/cite><\/blockquote>\n\n\n\n<p class=\"has-text-align-right\"><a href=\"https:\/\/youtube.com\/shorts\/bRyZh1Tutj8?feature=shared\" target=\"_blank\" rel=\"noreferrer noopener\">MORE INSIGHTS FROM ALLYSON<\/a><\/p>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Step 4: Own the HR Metrics in QBRs &amp; MBRs<\/strong><\/h3>\n\n\n\n<p>Numbers tell the story executives trust. When you own the HR metrics in Quarterly Business Reviews (QBRs) and Monthly Business Reviews (MBRs), you prove HR\u2019s direct role in performance. <\/p>\n\n\n\n<p><\/p>\n\n\n\n<p>Instead of simply reporting activities, focus on business outcomes, productivity gains, reduced attrition, or hiring efficiency, and present them alongside ROI projections. This transforms HR\u2019s perception from a cost center to a performance driver.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Build a one-page dashboard: attrition, engagement, productivity, cost per hire.<\/li>\n\n\n\n<li>Present outcomes, recommend corrective actions, and show ROI timelines.<br><\/li>\n<\/ul>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Step 5: Build an Authentic Leadership Brand<\/strong><\/h3>\n\n\n\n<p>Your leadership brand is the impression executives, employees, and industry peers form the moment your name comes up. This brand is built on consistency: the way you communicate, the stances you take, and the values you uphold. Whether you position yourself as a bold change agent or a calm, data-driven advisor, authenticity is key. <\/p>\n\n\n\n<p>People should always know what you stand for and how you lead.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Define the stance you\u2019ll consistently defend.<\/li>\n\n\n\n<li>Align your social presence with company values.<br><\/li>\n<\/ul>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"606\" height=\"606\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/08\/14223529\/Group-20-1.png\" alt=\"\" class=\"wp-image-2141\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/08\/14223529\/Group-20-1.png 606w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/08\/14223529\/Group-20-1-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/08\/14223529\/Group-20-1-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/08\/14223529\/Group-20-1-40x40.png 40w\" sizes=\"auto, (max-width: 606px) 100vw, 606px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cNow my brand is more educational\u2014but also unfiltered. I tell it like it is, whether you like it or not. I\u2019ve embraced being \u2018good trouble.\u2019 When interviewing anywhere, I ask the CEO, \u2018Have you seen what I post on LinkedIn? Are you okay with that?\u2019 If not, I\u2019m probably not the right fit.\u201d<\/p>\n<cite>\u2014<em><em>Jessica Winder<\/em>, SVP of People at Colab<\/em><\/cite><\/blockquote>\n\n\n\n<p class=\"has-text-align-right\"><a href=\"https:\/\/youtube.com\/shorts\/nIFrTS-RTss?feature=shared\" target=\"_blank\" rel=\"noreferrer noopener\">MORE INSIGHTS FROM JESSICA<\/a><\/p>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Step 6: Use Social Platforms to Establish HR Thought Leadership<\/strong><\/h3>\n\n\n\n<p>LinkedIn, industry forums, and professional communities can significantly amplify your voice as a leader. Posting meaningful insights, not just company updates, positions you as a subject-matter expert. Over time, this visibility attracts top talent, builds your credibility with peers, and creates opportunities for cross-industry collaboration. Your social presence should act as a public extension of your leadership brand.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Share insights and data, not just updates.<\/li>\n\n\n\n<li>Build relationships in comments and direct messages.<br><\/li>\n<\/ul>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Step 7: Invest in Private HR Leadership Networks<\/strong><\/h3>\n\n\n\n<p>Some of the most valuable HR insights come from behind closed doors. Private, vetted HR communities offer a safe space to troubleshoot challenges, compare strategies, and exchange tools you can immediately use. These peer connections often provide unfiltered advice and vendor recommendations you won\u2019t find in public spaces. This gives you an edge in both speed and decision quality.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Join vetted groups like SafeSpace, TroopHR, or Raise the Bar.<\/li>\n\n\n\n<li>Join educational webinar series like <a href=\"https:\/\/www.goprofiles.io\/hr-gamechangers\" target=\"_blank\" rel=\"noreferrer noopener\">HR GameChangers<\/a><\/li>\n\n\n\n<li>Share policies, templates, and vendor insights to accelerate wins.<br><\/li>\n<\/ul>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Step 8: Shadow the Business (and Invite Leaders to Shadow HR)<\/strong><\/h3>\n\n\n\n<p>Seeing the business through others\u2019 eyes builds empathy, credibility, and operational understanding. By shadowing sales calls, product stand-ups, or finance reviews, you gain a first-hand perspective on pain points that data alone can\u2019t reveal. Equally powerful, invite leaders to shadow HR activities to demystify your work and foster collaboration.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Attend sales calls, product stand-ups, and finance reviews.<\/li>\n\n\n\n<li>Invite leaders to shadow HR to increase transparency and collaboration.<br><\/li>\n<\/ul>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Step 9: Master Compensation Strategy &amp; Total Rewards<\/strong><\/h3>\n\n\n\n<p>When you step into the CHRO role, compensation will be one of the first topics on which the board tests your expertise. This isn\u2019t just about salaries but equity allocation, incentive structures, retention risk, and shareholder value. Being fluent in compensation strategy shows you can protect culture and the company\u2019s financial health.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Learn pay equity, equity refresh cycles, and incentive plan design.<\/li>\n\n\n\n<li>Build models that show retention impact and shareholder cost.<br><\/li>\n<\/ul>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Step 10: Listen First, Speak with Impact in the C-Suite<\/strong><\/h3>\n\n\n\n<p>In executive settings, influence isn\u2019t measured by how often you speak; it\u2019s about the weight of your contributions. By listening first, you can read the dynamics in the room, identify decision-making patterns, and craft comments that move the conversation forward. This strategic approach shows you\u2019re thoughtful, confident, and focused on impact.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Observe group dynamics before speaking.<\/li>\n\n\n\n<li>Offer concise, data-backed insights that synthesize the conversation.<br><\/li>\n<\/ul>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Bringing It All Together<\/strong><\/h2>\n\n\n\n<p>Earning the CHRO role means proving that people programs drive the same results the board tracks: growth, profitability, and innovation.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th class=\"has-text-align-center\" data-align=\"center\">Step<\/th><th>Focus Area<\/th><th>Core Action<\/th><th>Outcome<\/th><\/tr><\/thead><tbody><tr><td class=\"has-text-align-center\" data-align=\"center\"><strong>1<\/strong><\/td><td>Lead as a Business Exec First<\/td><td>Link people strategy to revenue, margin, and risk reduction<\/td><td>Earn C-suite respect and strategic influence<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\"><strong>2<\/strong><\/td><td>Build CEO\u2013CFO\u2013CHRO Trio<\/td><td>Partner closely with Finance &amp; CEO on business priorities<\/td><td>Shift HR from \u201csupport\u201d to strategic partner<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\"><strong>3<\/strong><\/td><td>Rotate Outside HR<\/td><td>Take roles in ops, sales, or product, then return<\/td><td>Gain operational credibility &amp; empathy<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\"><strong>4<\/strong><\/td><td>Own HR Metrics in QBRs\/MBRs<\/td><td>Present ROI-driven HR dashboards<\/td><td>Prove HR\u2019s impact on performance<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\"><strong>5<\/strong><\/td><td>Build Authentic Leadership Brand<\/td><td>Define your stance &amp; align presence with values<\/td><td>Be recognized for consistent, trusted leadership<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\"><strong>6<\/strong><\/td><td>Establish Thought Leadership Online<\/td><td>Share insights &amp; engage on LinkedIn\/forums<\/td><td>Attract talent &amp; expand professional reach<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\"><strong>7<\/strong><\/td><td>Invest in Private HR Networks<\/td><td>Join vetted communities &amp; share resources<\/td><td>Gain insider insights &amp; faster solutions<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\"><strong>8<\/strong><\/td><td>Shadow the Business &amp; Invite Back<\/td><td>Attend cross-functional activities; invite leaders into HR<\/td><td>Increase transparency &amp; collaboration<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\"><strong>9<\/strong><\/td><td>Master Compensation &amp; Rewards<\/td><td>Learn pay equity, equity cycles, incentive design<\/td><td>Show board-level readiness on pay strategy<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\"><strong>10<\/strong><\/td><td>Listen First, Speak with Impact<\/td><td>Read the room before contributing data-backed insights<\/td><td>Increase influence &amp; credibility in C-suite<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><a href=\"https:\/\/www.goprofiles.io\" target=\"_blank\" rel=\"noreferrer noopener\">GoProfiles<\/a> helps you show that proof:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Recognition built directly into Slack and Teams.<\/li>\n\n\n\n<li>Seamless HRIS integration.<\/li>\n\n\n\n<li>Executive-ready analytics that link culture initiatives to business results.<br><\/li>\n<\/ul>\n\n\n\n<p>With platforms that consolidate engagement, analytics, and visibility, you can turn strategy into measurable success faster.<\/p>\n\n\n\n<p>Learn more about GoProfiles by signing up for our <a href=\"https:\/\/www.goprofiles.io\/signup\" target=\"_blank\" rel=\"noreferrer noopener\">free trial<\/a> or <a href=\"https:\/\/www.goprofiles.io\/get-demo\" target=\"_blank\" rel=\"noreferrer noopener\">requesting a demo<\/a>.<\/p>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"row bg-dark rounded p-3 my-1\">\n<div class=\"col col-12 col-md-8 my-auto py-2\">\n<h4 class=\"wp-block-heading  text-white\" id=\"h-access-and-share-resources-instantly-with-golinks\">Build a culture of connection and recognition with GoProfiles<\/h4>\n\n\n\n<a class=\"btn btn-primary\" href=\"https:\/\/www.goprofiles.io\/get-demo?utm_source=blog&amp;utm_medium=blog&amp;utm_campaign=blog-cta&amp;utm_content=demo\" role=\"button\">Schedule a demo<\/a>\n<\/div>\n\n\n\n<div class=\"col col-12 col-md-4 py-2\">\n<figure class=\"wp-block-image size-full rounded my-auto\"><img loading=\"lazy\" decoding=\"async\" width=\"624\" height=\"448\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/09\/25215748\/goprofiles_blog_footer_cta_2x_2x-1.webp\" alt=\"\" class=\"wp-image-1010\" style=\"object-fit:cover\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/09\/25215748\/goprofiles_blog_footer_cta_2x_2x-1.webp 624w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/09\/25215748\/goprofiles_blog_footer_cta_2x_2x-1-300x215.webp 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/09\/25215748\/goprofiles_blog_footer_cta_2x_2x-1-40x29.webp 40w\" sizes=\"auto, (max-width: 624px) 100vw, 624px\" \/><\/figure>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Looking to advance your career in HR? 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