How Good a People Leader Are You, Really?
Fifty questions across ten competencies and the four faces of a modern CHRO — Strategic Partner, Talent Architect, Culture & Change, and Steward. Behavioral and scenario-based, not flattery. About 15 minutes. Built on the Dave Ulrich HR competency model for senior people leaders who want a real read, not a flattering one.
What this assessment measures
10 competencies across the 4 faces of the CHRO role — Strategic Partner, Talent Architect, Culture & Change, Steward — built on the Dave Ulrich HR competency model. Five questions each: scenarios, honest reads and forced choices designed to resist self-flattery.
Strategic Partner
Business-aligned HR — strategy, board influence, org design.
- Strategic Positioning & Business Acumen — Reads the P&L and strategy; links people to business outcomes.
- CEO/Board Partnering & Influence — Credible activist — trusted, candid, influential without authority.
- Org Design & Workforce Strategy — Structure, spans/layers, workforce planning, capability building.
Talent Architect
Builds people capability — hiring, development, succession.
- Talent Acquisition & Employer Brand — A talent magnet, quality of hire, a high bar.
- Leadership Development & Succession — Pipelines, hipos, real successors.
Culture & Change
Culture, engagement, DEI, and change leadership.
- Culture, Engagement & DEI — Shapes culture as an asset; closes the loop; lives the values.
- Change Leadership & Transformation — Leads change that sticks; people integration in M&A.
Steward
The operational foundation — rewards, analytics, ER & compliance.
- Total Rewards & Performance — Pay philosophy, pay equity, performance that differentiates.
- People Analytics & HR Tech — From headcount reporting to predictive, decision-driving data.
- Employee Relations, Compliance & Risk — Handles misconduct, compliance and people-risk proactively.
How the score reads
- Emerging (0–34) — Foundations forming — operating below a full CHRO mandate today.
- Developing (35–51) — Real strengths with clear, nameable gaps before a top people seat.
- Established (52–67) — A solid, credible people leader across the four faces.
- Advanced (68–82) — A strong CHRO operating ahead of the role — board-grade.
- World-class (83–100) — A boardroom-grade CHRO — a true strategic partner to the CEO.
What you get
- An overall score out of 100 and a maturity level
- Your CHRO archetype — the honest read on how you lead today
- A 10-competency radar across the faces above
- What companies actually demand from CHRO hires, from real job postings, against your profile
- A personalized AI analysis and development roadmap, delivered by email with a print-ready PDF report
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