HR Executive
Head of People / CHRO
Profile Summary
As the strategic leader responsible for talent development, engagement, and retention, the CHRO is both the primary buyer and internal champion of Optimo. This role demands visibility into key people metrics, tools that prove HR’s impact in financial terms, and platforms that simplify complex people management challenges.
The Challenge
Despite modern HR tech proliferation, most CHROs still face:
Fragmented Data: Metrics live in disparate tools and spreadsheets, limiting visibility into engagement, attrition, and manager performance.
Difficulty Proving ROI: Traditional platforms offer “soft” metrics with little connection to financial outcomes.
Talent Drain: High-performing employees (HiPos) leave due to a lack of growth visibility or proactive engagement.
Underperforming Managers: Managers are inadequately equipped to lead, and their impact is hard to quantify.
From the PRD:
“Lack of a ‘single source of truth’ for people data, difficulty justifying HR initiatives in financial terms”.
How Optimo Solves It
Optimo is designed for CHROs who want to move from reactive people management to proactive talent strategy. Here's how:
📊 Unified People Analytics Dashboard
Tracks real-time HR metrics (attrition, engagement, HiPo development).
Alerts HR to trends or problem areas, streamlining prioritization.
💵 Executive Financial Impact View
Translates attrition, engagement, and manager scores into dollar-value impact (e.g., cost of turnover, retention ROI).
Exportable for inclusion in board decks and CFO briefings.
📈 Manager Effectiveness Insights
Shows which teams are thriving and which need intervention, helping HR pinpoint coaching opportunities.
🌱 High-Potential Tracking & Mentorship
Provides structured HiPo profiles and growth plans.
Matches rising stars with mentors to prevent stagnation and disengagement.
🔄 Pulse Surveys + AI-Powered Trends
Continuously measure sentiment across teams.
AI uncovers root causes and recommends actionable next steps.
From the PRD:
“The platform will also calculate and display the associated 'Cost of Turnover'… to report savings in dollar amounts”.
Measurable Results
Metric | Target Outcome | Timeframe |
|---|---|---|
Regrettable Turnover | ↓ 20% | Year 1 |
Manager Effectiveness | ↑ 15% | Year 1 |
Employee Engagement | ↑ 10% | Year 1 |
ROI Visibility | Always-on | Ongoing |
Competitive Edge for CHROs
Based on the competitor analysis:
Feature | Optimo | Lattice | Culture Amp | Leapsome |
|---|---|---|---|---|
Financial ROI Reporting | ✅ Full Executive View | ❌ None | ❌ Limited | ❌ None |
HiPo Development Tracking | ✅ Profiles & Mentoring | ✅ Basic | ❌ Missing | ❌ Missing |
Mentorship Matching | ✅ Built-in | ❌ | ❌ | ❌ |
Manager Effectiveness Insights | ✅ Robust & AI-driven | ✅ Yes | ✅ Yes | ✅ Yes |
Unified Platform | ✅ All-in-One | ✅ Yes | ❌ Fragmented | ✅ |
From the messaging comparison:
“Optimo is the only platform that connects people data to business value—giving CHROs the insights and tools to justify investment and drive results.”
“Culture Amp is fantastic for surveys, but Optimo ties it back to ROI”.
Real-World Scenario
The CHRO logs into Optimo on Monday morning. A spike in disengagement alerts for mid-level managers appears on the dashboard. With one click, she views financial risk exposure via the Cost of Turnover tool—$180K in potential losses. She forwards a snapshot to the CFO, along with a proposal to invest in manager coaching using Optimo’s built-in tools.
By Friday, early interventions have begun, and a dashboard view is scheduled for the next executive meeting.
Final Thought
For CHROs looking to prove their strategic value and elevate HR from cost center to growth driver, Optimo delivers where others stop short. It’s more than an HR platform—it’s your executive performance lens.
