Synopsis: Family enterprises in emerging markets have been the cornerstone of economic activity for decades. As they scale and globalize, their internal structures and cultures must evolve to match their external ambitions. Yet many still operate without a modern corporate HR function. Here, a strategically placed CHRO can become a vital change agent.
A well-placed CHRO delivers transformation across multiple dimensions:
The CHRO should not be confined to HR operations. By sitting at the strategy table, they ensure that people, capabilities, and culture are factored into long-term planning—especially in founder-led or family-controlled environments.
Whether moving from function-led to matrix structures or local to regional operating models, the CHRO leads structural redesigns that reflect strategic priorities and improve agility.
In many family firms, functions operate in silos. A strong CHRO fosters a collaborative, cross-functional mindset: bridging leadership teams, promoting trust, and driving cohesion.
CHROs play a unique role in establishing a planning culture that includes robust internal communication. They ensure that vision, goals, and strategic updates cascade clearly across the organization. With a lack of a formal Internal Communications function in the early stages of the evolution process of the family enterprises, the role almost always falls within the CHRO responsibility.
As family firms scale, the ability to attract leaders who align with both culture and strategy becomes critical. The CHRO curates this talent narrative and partners with external executive search firms to ensure optimal strategic fit.
From succession planning to career development, the CHRO sets programs grounded in external market realities, especially important in highly competitive talent landscapes.
The CHRO translates leadership intent into real employee connection through proactive engagement, listening programs, and leadership visibility.
A sophisticated CHRO strengthens the company’s image in the talent market. By articulating its values, purpose, and growth story, they create pull factors that enhance talent attraction and retention.
Excapio is a disruptive executive search and leadership advisory firm, dedicated to identifying and securing exceptional leadership talent through a strategic, bespoke and insight-driven methodology. The name, Excapio, is derived from two fundamental components: “Ex” representing the executive search discipline, and “Capio” a Latin term meaning to find, seek, capture, or acquire. This fusion underscore a core mission—to assist organizations in discovering and appointing visionary leaders who will drive their success.