I'm looking at a company that's beginning to build its HR function in the U.S. (they already have overseas teams). What are some questions I should be asking the CHRO or things I should be considering when I evaluate the HR roadmap? How do you evaluate an HR strategy at this stage? I've worked at startups, but this would be my first time helping build the HR function.

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Most important questions are around the purpose and strategy of the US NAMR function: what role does the CHRO see the US HR function playing in the global scheme of things? What would the decision rights be? How much of the HR’s focus needs to be local vs global? What things (if any) would your US teams still need to rely on overseas support for?

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I agree with the set of questions BCG1 has. I would like to reiterate the question of how much of HR's focus needs to be local vs global.

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