There’s a popular myth around the CHRO role—that once you get there, you’ve “arrived”. The title is shiny, the seat at the table is assumed, and the playbook is supposedly clear.
Reality, of course, has other plans.
Day one doesn’t come with applause. It comes with unanswered expectations, quiet power equations, and a calendar full of meetings that don’t tell you what really matters.
This feature isn’t about lofty frameworks or leadership sermons. It’s about those deceptively simple things HR leaders wish they’d truly understood on day one—things that would have saved time, emotional energy, and a few avoidable missteps.
Just one honest takeaway from each leader. The kind you nod along to and think, “Ah yes, that!”
Slowing down at the start is not wasting time—it’s the work
Praveen Purohit, CHRO, Vedanta Aluminium
Most new CHROs feel an invisible pressure to act fast. You walk in, see gaps, spot inefficiencies, and feel the urge to “fix things”. Purohit admits that, in hindsight, the smartest move on day one would have been the least dramatic one: pause.
“For me, investing more time in understanding expectations and designing deliverables aligned to the business need would have made the best cut on day one,” he reflects. Not jumping into execution with a half-baked picture, but sitting longer with the ‘why’ before the ‘what’.
What this looks like in real life is refreshingly unglamorous—more conversations, fewer announcements. Not just one or two formal meetings with senior leaders, but continuous dialogue in the initial months. The kind where you ask uncomfortable questions, listen more than you speak, and resist the temptation to showcase quick wins.
It’s relatable because many HR leaders learn this the hard way: speed without clarity creates rework. You launch initiatives that sound right but don’t quite land. You fix symptoms instead of systems.
Purohit’s lesson is simple and deeply practical—your credibility doesn’t come from how fast you execute, but from how accurately you understand the business before you do.
His realisation: Continuous dialogue in those early months builds sharper thinking and a stronger mindset.
Your word travels faster than your title
Divya Srivastava, CHRO, GE Healthcare South Asia
If there’s one thing Divya Srivastava’s view quietly underlines, it’s this: in the CHRO role, people don’t remember your presentations—they remember whether you did what you said you would.
“Be impeccable with your word,” she says, a deceptively simple principle that carries real weight when you step into the role on day one.
In the early months, every promise is amplified. A casual “I’ll look into it,” an off-hand “we’ll revisit this,” or a well-meaning commitment made in a corridor conversation doesn’t stay small for long. It becomes a test of credibility.
From a day-one lens, Srivastava’s insight is less about perfection and more about precision. Be clear about what you can commit to—and just as importantly, what you can’t. New CHROs often want to be seen as approachable and responsive, saying yes more than they should. But consistency, not enthusiasm, is what builds trust early on.
What makes this lesson deeply relatable is that credibility isn’t built in big moments—it’s built in the quiet follow-through. When you circle back as promised. When timelines are honoured. When difficult messages aren’t delayed or softened beyond recognition.
Over time, people begin to listen—not because of the role you occupy, but because they trust the reliability of your word.
Her mantra she wishes people understood on day one: Leadership doesn’t begin with grand strategies or bold announcements. It begins far more quietly—with saying what you mean, meaning what you say, and standing by it, especially when it’s uncomfortable.
Business acumen builds credibility faster than hr brilliance
Vinod Rai, EVP & Group Head—HR, Shahi Exports
Vinod Rai’s reflection cuts straight to the heart of a fear many HR leaders won’t admit out loud—will they take me seriously?
When he looks back at his journey to the CHRO role, the answer to earning credibility is clear: speak the language of business first, HR second.
“You build credibility faster if you have business acumen than only HR expertise,” he says.
Leaders listen differently when HR talks in terms of revenue, productivity, growth, and risk—not just policies and programmes.
This isn’t about abandoning HR values. It’s about framing them in ways the business understands. Rai recalls learning that trying too hard to prove yourself early on often backfires. Rushing to solve problems without diagnosis leads to resistance. Being popular doesn’t build trust—being consistent does.
What’s especially relatable is his admission that saying “no” never gets easier. But saying no with data, facts, and business logic earns long-term respect, even if it’s uncomfortable in the moment. Alignment with the CEO on what’s non-negotiable becomes your anchor, especially when pressures pull you in different directions.
Perhaps the most honest insight he shares is that sometimes the biggest obstacles aren’t outside HR, but within it—talent gaps, outdated processes, and morale issues inside the function itself. You can’t champion transformation if your own house isn’t in order.
The one thing he wishes he’d fully internalised earlier: Credibility isn’t claimed—it’s demonstrated, conversation by conversation, decision by decision, through a deep understanding of how the business actually runs.
The quiet takeaway
If there’s a common thread running through these reflections, it’s this: the first year as a CHRO isn’t a sprint to impress—it’s a slow calibration of judgement, relationships, and self-awareness.
Knowing when to pause, when to listen, and when to translate people priorities into business outcomes can shape not just your first year, but your entire tenure.
So if you’re stepping into the role—or dreaming about it—here’s your Friday truth: you don’t need all the answers on day one. You just need the patience to ask better questions and the confidence to wait before acting.
Everything else, as these leaders learnt, eventually follows.