CHRO Mastermind: A private peer group for CHROs and Chief People Officers.
CHROs, build your modern Little Black Book,
your private network of trusted peers.
Skip the academic playbooks and vendor pitches.
You already know connection matters, but even the strongest leaders need structure to make it stick.
Most leaders wait for a crisis to rebuild their network. This is where you strengthen it before you need it.
Trusted by CHROs at...
What You Get
Built for Chief HR and People Officers Only
How it Works
Apply for a cohort fit call
For Chief HR/People Officers at 500+ employee companies, or the top HR officer in the U.S.
Join Monthly Facilitated Round-tables
Deepen those relationships and make faster decisions.
No Vendors!
Safe Environment!
What’s said in the Mastermind,
stays in the Mastermind!
What CHROs Say After Joining
Maryam Morse
Chief People Officer, TopGolf
“Every conversation is an opportunity for learning and connection.”
Suzanne Myers
CHRO, Arosa
“One of the best investments I’ve made in myself. I’m surrounded by great minds I can call and lean on when I need assistance.”
Marion Terrell II,
CHRO, MINT dentistry
“If I can connect with people who’ve seen the movie before, that access is critical.”
Recognized By (at past companies)
FAQs
Q: What are the minimum qualifications?
Q: Is this only for CHROs?
Q: What’s the time commitment?
Q: What does success look like?
Q: Is there a cost?
Confidential. What’s said in the mastermind stays in the mastermind.
Links and Free Resources
The Real Questions CHROs Ask Inside
The Mastermind Peer Group
After more than 10 years running a CHRO peer group, I’ve seen the same big questions surface again and again. These are the real questions CHROs bring into the room, along with the patterns I see in how the most successful CHROs answer them. Every insight below comes from lived experience, not theory.
Building More Strategic HR Business Partners
Q. How do I help my HRBPs become more strategic instead of reactive?
Q: How do I keep my HRBPs from drowning in employee relations?
Q: How do I teach HRBPs to understand the business better?
Q: What should HRBPs know before meeting with executives?
Q: How do I build a strategic HRBP function if my team is still developing?
Q: How do I stop HRBPs from trying to do everything themselves?
Q: How do I make HRBPs operate more like consultants?
Q: How do I help HRBPs build stronger relationships with business leaders?
Fixing Slow People Decisions and HR Bottlenecks
Q: Why do people decisions take so long in my organization?
Q: How do I fix bottlenecks in hiring, promotions, or performance decisions?
Q: How do I clarify who actually makes people decisions?
Q: How do I stop every hiring decision from turning into a group project?
Q: How do I reduce friction between HR and the business in decision making?
Q: How do I build people governance without adding bureaucracy?
Q: How do I build people governance without adding bureaucracy?
Q: How do I fix decision-making issues across the whole company, not just HR?
Q: How do I keep the CEO from inserting themselves into every people decision?
Designing the Right HR Structure for the company
Q: How do I make sure I have the right HR structure for where the company is going?
Q: What roles do I actually need in HR?
Q: How do I know if my HR structure is wrong?
Q: How do I staff HR quickly if the business is scaling fast?
Q: How do I remove manual processes from HR?
Q: How do I get the C suite to see HR differently?
Hiring and Developing the Right HR Talent
Q: How do I hire the right HR people without chasing unicorn resumes?
Q: What are the traits of high-potential HR hires?
Q: How do I build a strong HR team without a huge budget?
Q: Do I need a strong HR operations leader?
Coaching HR Leaders to Show Up Better with the Business
Q: How do I coach my HR leaders to be more strategic with the business?
Q: How do I teach HR leaders to build stronger relationships with business leaders?
Q: How do I create a framework for business reviews?
Q: How do I help HR leaders build confidence?
Building an Academy HR Organization
Q: How do I build an HR function that develops future CHROs?
Q: What makes an HR team a talent magnet?
Q: How do I give HR leaders the experiences they need to grow?
Q: Do I need to start with elite resumes?
Building Credibility and Influence with Executives
Q: How do I help HR earn credibility with senior executives?How do I help HR earn credibility with senior executives?
Q: How do I help HR stop sounding like HR?
Q: How do I help HR navigate internal politics?
Q: How do I rebrand HR inside the C suite?
Freeing Up HR Capacity
Q: How do I figure out where my HR team’s time is going?
Q: How do I create more time for strategic work?
Q: How do I reduce busywork in HR?
Q: How do I help my team protect time for deep work
Working with the CEO and Executive Team
Q: My CEO does not understand strategic HR. What should I do?
Q: How do I gain credibility with a CEO who sees HR as tactical?
Q: How do I gain credibility with a CEO who sees HR as tactical?
Q: How do I get faster decisions from the C suite?
Leading AI Adoption in HR
Q: What should I be doing about AI right now as a CHRO?
Q: How do I prepare my HR team for AI?
Q: How do I make sure AI adoption includes change management?
Q: How do I manage employees experimenting with AI on their own?
Leading Through Change and Change Fatigue
Q: How do I lead change when people are already overwhelmed?
Q: How do I help the CEO understand change fatigue?
Q: How do I simplify competing priorities?
Staying Sharp as a CHRO
Q: How do I stay sharp when everything is changing so fast?
Q: How do I avoid getting stuck in my own bubble as a CHRO?
Q: How do I balance urgent work with long-term thinking?
