Clo должность кто это
Кто такой директор по правовым вопросам (CLO)?
Главный юрисконсульт (CLO) часто является самым влиятельным юридическим лицом публичной компании. Главный юрисконсульт (CLO) — это эксперт и руководитель, который помогает компании свести к минимуму ее юридические риски, консультируя других должностных лиц и членов правления компании по любым важным юридическим и нормативным вопросам, с которыми сталкивается компания, например, по судебным рискам.
CLO также может быть членом операционного комитета компании и находится под контролем генерального директора. CLO курирует штатных юристов компании.
Понимание главного юриста (CLO)
Когда крупная публично торгуемая компания нанимает нового CLO, это может попасть в новости, так же как и найм нового главного операционного директора или финансового директора. CLO обычно имеет обширную карьеру в области права. Должности, которые CLO может занимать, прежде чем стать исполнительным директором, включают в себя главу юридического отдела, первого главного юрисконсульта и партнера фирмы.
Обязанности CLO
Структура каждой компании может различаться, и конкретные обязанности ССН могут быть разными в каждой организации. Должность может включать в себя информирование исполнительного руководства о новых или изменяющихся законах, которые могут повлиять или иметь отношение к их деятельности и отрасли. CLO может также разработать учебные программы, если это необходимо, для сотрудников, которым необходимо разбираться в юридических вопросах и протоколах, связанных с их ролью или деятельностью компании.
Контракты и одобрения регулирующих органов
Например, определенные типы продуктов должны сначала пройти одобрение регулирующих органов, а затем каждая единица должна пройти проверку перед выпуском в продажу. Сбой этого процесса и любые связанные с этим травмы — например, из-за загрязнения — могут привести к судебному разбирательству в отношении компании.
Понимание контрактов, подписанных компанией, а также соглашений о конфиденциальности также может входить в обязанности ССН. Обеспечение того, чтобы менеджеры и другие работники также знали о том, как они могут повлиять на юридический статус компании, также может быть частью этой роли.
Проблемы соответствия
Информирование компании о проблемах с соблюдением требований и предоставление рекомендаций по их устранению также входит в обязанности CLO. В этой роли также есть аспект корпоративного управления, в котором определенные обязанности и ответственность возлагаются на CLO, чтобы гарантировать, что компания не нарушает законы. Например, это может включать в себя гарантии того, что компания проводит процесс найма в соответствии со стандартами трудового законодательства, придерживается соответствующих правил маркировки продуктов, соблюдает нормы охраны труда и техники безопасности и подает отчеты, предписанные государственными органами.
Судебные разбирательства
Если компания вовлечена в судебный процесс, главный юрисконсульт может представлять компанию напрямую, возглавить юридическую команду или выбрать адвоката, который будет участвовать в судебном процессе.
Особенности
CLO часто держит компанию в курсе правовых изменений, которые затрагивают фирму или ее отрасль.
В целом профессиональный опыт главного юриста включает в себя такие роли, как глава юридического отдела, главный юрисконсульт и генеральный партнер.
Директор по правовым вопросам (CLO) – это исполнительный юридический директор, назначаемый для управления юридическим отделом фирмы, руководства штатными юристами, предоставления указаний по основным юридическим и нормативным вопросам и работы по минимизации юридических рисков.
Другие обязанности CLO включают создание учебной программы для обучения сотрудников юридическим вопросам, надзор за практикой найма и ведение судебных разбирательств от имени компании.
CLO также может быть членом операционного комитета компании и подчиняться генеральному директору.
Chief Learning Officer: The Learning Bird Catches the Worm
Are you a corporate educator with a “need to lead”? Then this article is for you.
We’ll investigate what a Chief Learning Officer (CLO) is, the responsibilities involved, the profile of a CLO, and the different pay scales (salary + perks). Then, we’ll analyze an actual job offer together and make suggestions on how to achieve this C-suite position.
What Is a Chief Learning Officer?
In short, a chief learning officer is a C-suite executive who makes sure that the corporate learning program serves the organization’s goals. Working closely with the CEO and his or her vision for learning and development initiatives in the company, he or she disseminates knowledge and information to the learners (company employees) using technology, social media, and instructors.
The CLO position could be considered a specialty within the human resources department and a chief learning officer will usually work closely with HR, the chief technology officer, chief marketing officer, and the chief information officer (if there is one).
One could argue that the role of a chief learning officer has been around for a long time, especially in big corporations, sometimes being referred to as Head of Learning and Development (L&D), Director of Training, Training and Development Manager, or Chief Knowledge Officer, but the job title itself is relatively new, having been coined in 1989 by then CEO of General Electric, Jack Welch, when he dubbed Steve Kerr, already a consultant for the company, chief learning officer to oversee employee development.
Why does the CLO position exist? Well, it’s all about ROI. Corporations — especially larger ones — realize that haphazard and/or mediocre training will not provide the needed know-how, shared corporate vision, and resulting impetus that will propel a corporation forward. And it is a lot less expensive to empower your existing employees and promote from within than to lose them to competitors and go through the time, effort, and expense of hiring replacements who, if not treated adequately, will also end up leaving in short order.
Why Is Having a CLO Critical?
As we are now firmly entrenched in the Information Age, our need for more sophisticated learning processes challenges corporations’ abilities to stay at the forefront.
And employees — fully cognizant of the disappearance of more straightforward tasks and “cradle to grave” job security — are keen to work at organizations that will collaborate with their need to continually develop and advance in their careers. If that is not provided — often stipulated up front, when the new hire enters the organization’s workforce — they will likely move on. Sooner, rather than later.
This is evidenced by the numbers: the average job turnover in the US in 2019 was an impressive 45.0%.
“Compared to 2019, the number of people looking for a new job remained flat at 35 percent. However, the percentage that plans to stay with their employers dropped a full 14 points, to just 33 percent. Those who are undecided rose to 32 percent.”
Their conclusion? “Employers must work to build a culture where workers feel appreciated and their feedback is valued — or risk a mass exodus of talent.”
Of course, corporations want to keep top-performing employees and, while a number of factors will certainly come into play to determine if a staff member will stay or not, the existence of educational and advancement opportunities plays a significant role. And it is arguably the CLO’s ability to provide this that will make a substantial difference.
That having been said, it is important to point out that employee development is essential for both the employee and the employer. It is ideally a synergistic (not symbiotic) relationship that results in a win-win workplace dynamic. On the one hand, companies need to keep a market advantage in order to survive and thrive, i.e., maintain and increase sales and consequent revenue. On the other hand, what provides this advantage is a cutting-edge staff. While HR’s task is to hire the most qualified individuals in order to ensure a competent workforce (and let lackluster performers go), a CLO’s task is to optimize that same workforce’s competence, thereby helping to ensure the corporation’s continued success.
What Does a Chief Learning Officer Do?
Consider how different the current corporate reality is, compared to even a decade or two ago. Companies are now commonly:
- Multinational
- Multi-cultural
- Multilingual
- Multigenerational
- Almost entirely digital
The CLO is now confronted with the challenge of training and developing employees of different nationalities within a single location, employees in corporate offices located in different countries that communicate in different languages, staff members of up to five generations — and all with different skills, talents, worldviews, and levels of education. What is more, they are all to be groomed in a single direction: to contribute toward the enhanced success of the company.
A short list of a chief learning officer’s responsibilities
Here’s what a CLO is responsible for:
- Craft a learning strategy or adjust existing assets so they align with company goals
- Assess the staff to understand how to best train those who need it and reskill existing staff or hire new employees to fill talent gaps
- Overall knowledge/information management
- Select and oversee learning technology
- Establish curriculums, supervise content creation, and run courses/modules using eLearning authoring tools and LMSs
- Select and direct employee training/teaching
- Oversee the onboarding process
- Direct succession planning
As learning technology has become so very electronic and entire departments and branches of multinational/multilingual corporations have become partially or entirely virtual — especially evidenced by the current requirements for remote work, which is now more the norm rather than the exception — CLOs need to fully embrace eLearning in all of its aspects.
A digitally based learning environment allows learners to connect directly to knowledge resources, as well as to experts. Some aspects of eLearning used by CLOs are:
Does a CLO have specific personal traits?
As you may be well aware, the higher one gets up the corporate ladder, the less you can rely on merely being a good technician in your field. And a CLO is no exception.
Although you certainly need a strong teaching toolkit, especially with acumen in the use of all the teaching tech at your disposal, you are, above all, a person dealing with people — because that is what a company is made up of. And as you are dealing with human beings, an essential workplace element is well-being, a lack of which is a big impetus for employees to ‘jump ship’ — right? So, a CLO (and anyone in L&R) needs to approach learning in a way that helps employees be successful in an educational challenge.
A CLO needs to motivate employees to learn — provoke inspiration, not just perspiration. He or she has to show them that any training they undertake will enhance their destiny.
As well, a CLO is an educator’s educator. He or she will be determining policy on how to teach what, potentially for a staff of tens of thousands of individuals: from forklift operators, to salespeople, to marketing professionals.
Since you might be aspiring to be an element of the C-suite, you need to ask yourself which characteristics will set you apart to bring staff members together and move them forward for the good/benefit of the whole.
Here are a few key personal traits to consider:
- Vision — the ability to think long term, monitoring future trends
- Agility — adapt to change quickly, make quick decisions that are aligned with the company’s mission
- Enthusiasm — be fired up by the challenge of your task, in a way that is contagious to others
- Comprehension — understand and address employees’ resistance to change, helping them to adopt novel learning methods/technologies
- Cohesion — as opposed to being exclusive, a CLO will be inclusive and work to bring people and teams together as a productive, functioning whole
- Curiosity — a CLO is constantly researching ways to stay on the leading edge of learning
- EQ — emotional intelligence, your ability to empathize and handle interpersonal relationships
- Cultural nimbleness — an ability to plot a learning course for a multicultural, multilingual, multinational, multigenerational staff
What Is a Chief Learning Officer’s Salary?
At this writing, the average salary of a chief learning officer in the United States, according to Payscale, is $153,579, with $25,641 being the average bonus and $21,250 being the average value of profit sharing.
The ranges are:
Salary: $97k — $215k
Bonus: $3k — $49k
Profit Sharing: $0 — $21k
Total Pay: $95k — $246k
How does amount of experience affect salaries?
Payscale.com breaks a career into four phases: “early career” (1–4 years of experience), “mid-career” (5–9 years of experience), “experienced” (10–19 years of experience), and “late career” (20 years and higher). You can see each of these phases represented in the graphic above, with their respective average salary estimates. The bottom line: those with more experience command a higher salary.
How do salaries differ by location?
San Francisco, California: +16%
New York, New York: +11%
Washington, District of Columbia: -1%
How Does One Become a Chief Learning Officer?
To become a CLO, you will need a bachelor’s degree, often in human resources, business administration, teaching, or another closely related subject — plus previous work experience. Most CLOs do have many years of experience in human resources, finding talent, or corporate administration prior to gaining this C-suite position.
But, as the CLO post is a relatively new one, still being defined as we speak, different paths can get you there. You may, for example, have previously served as a CEO, CIO, CCO, CMO, or in a human resources or L&D department. One source states that over 90% of CLOs have at least 10 years of corporate experience and closer to 18 years of corporate experience. This would seem to ring true, as the CLO position is often awarded to those already in the company — or at least with corporate experience in a related area.
Although there are now postgraduate CLO university programs, it is not necessarily a matter of having a specific degree. For example, an MBA or a master’s degree in HR would be logical approaches.
Chief Learning Officer educational programs
The following are some educational programs that can help groom one for a CLO position:
- The University of Pennsylvania has a PhD program called the PennCLO Executive Doctoral Program.
- Vanderbilt University’s Peabody College of Education and Human Development offers an online Ed.D. in Leadership and Learning in Organizations.
- The University of Virginia has an M.Ed. in Curriculum and Instruction
- Several universities offer master’s degrees in Human Resource Development
- George Mason University School of Business offers a four-month CLO program.
- The Association for Talent Development offers two certifications for CLO aspirants: The Certified Professional in Talent Development (CPTD) certification and the New Associate Professional in Talent Development (APTD) certification.
Certifications are not a requirement per se, but directed course work may prove helpful to increase your chances of landing a CLO position — especially if your degree is not totally geared toward that role.
Continued education
CLOs are constantly learning themselves, as the field is in a state of unceasing evolution. Here are some online resources, in no specific order, that will help to further contextualize the chief learning officer realm:
Final Thoughts
As we have shown here, there are many paths to a CLO position. We have endeavored to contextualize what this C-suite post is, what it entails, and who would be a good fit. We looked at the range of earnings, analyzed a job offer, and offered some resources to get you there if it’s right for you.
If landing a CLO post seems like a distant objective with insurmountable requisites, just get going. “Plan your work and work your plan,” as the dictum goes. Consider that we are all part way there. And always will be. That’s why we hear so many references to our trajectory being about a ‘journey’ as opposed to a ‘destination.’ The wisest are those who continually chase the horizon, fully aware that it will always — by its very nature — remain an elusive target in the distance. In the meantime, they find that they realize amazing accomplishments on the way to forever.
And in case you’re concerned about being behind in your personal growth curve, consider the Chinese proverb: “The best time to plant a tree was 20 years ago. The second best time is now.”
Clo должность кто это
CAE (chief audit executive) — директор по аудиту (внутреннему).
CAO (chief administrative officer | chief analytics officer) — директор по административным вопросам | главный аналитик
CBO, CBDO (chief business officer, chief business development officer) — директор по развитию бизнеса
CCO (chief commercial officer | chief compliance officer) — коммерческий директор | директор по согласовательным и исполнительным процедурам
CEO (chief executive officer) — генеральный директор (компании); главное должностное лицо (компании)
CDO (chief data officer) — директор по управлению данными компании
CFO (chief financial officer) — финансовый директор (компании)
CFS (credit file supervisor) — старший кредитный инспектор
CHRO (chief human resources officer ) — руководитель службы персонала
CIO (chief information officer) — директор по информационным технологиям
CKO (chief knowledge officer) — директор по управлению интеллектуальными ресурсами
CLO (chief legal officer) — главный юрисконсульт; руководитель юридического подразделения
СМО (chief marketing officer) — директор по маркетингу
COO (chief operating officer) — главный инженер (на предприятии); должностное лицо компании, отвечающее за текущую деятельность
CPA (certified public accountant) — дипломированный бухгалтер; присяжный бухгалтер; дипломированный бухгалтер-аудитор
CPC (chief professional consultant) — главный специалист-консультант
CPO (chief procurement officer | chief product officer) — директор по закупкам | директор по производству
CQO (chief quality officer) — директор по качеству продукции
CRO (сhief research officer) — директор по научным исследованиям; научный руководитель
CRMO (chief risk management officer) — директор по управлению рисками; главный риск-менеджер
CSO (chief security officer) — директор по обеспечению безопасности бизнеса; начальник службы безопасности
CSPO (chief strategic planning officer) — директор по стратегическому развитию
CTL (country team leader) — заведующий территориальным отделом (в международных финансовых организациях)
CTO (chief technical officer) — главный инженер; технический директор
CSA (chief software architect) — главный архитектор программного обеспечения
EAM (external asset manager) — независимый распорядитель активами; внешний распорядитель активами
ED (executive director) — исполнительный директор
OFS (operations file supervisor) — администратор проектов; кредитный инспектор
OL (operation leader) — руководитель группы по разработке проекта; руководитель операции; руководитель проекта; руководитель проектной группы
STL (sector team leader) — заведующий отраслевым отделом (в международных финансовых организациях)
SVP (senior vice-president) — первый вице-президент
TL (team leader) — заведующий отделом (в международных финансовых организациях)
Chief Learning Officer (CLO): Job Description, Trends, and Salaries
Chief Learning Officer, also known as CLO, oversees the learning and development of a company’s employees at an organizational level. Their job is to create and implement comprehensive training plans that cover everything from onboarding new staff to providing updated training on new technologies and methodologies.
Rather than working with young minds in a classroom setting, a CLO is focused on educating and molding the minds of a company’s employees through both online and in-person training initiatives. They take a holistic approach to train, understanding that learning should be an ongoing process that spans the entire length of an employee’s tenure with the organization.
From onboarding new staff to updated training as technology or methods change, a CLO considers training from a holistic point of view with an understanding that their staff should never stop learning.
Together with the Chief Information Officer (CIO) and the Chief Technology Officer (CTO), the CLO disseminates knowledge and information to the learner through technology, social media, and in person. And, as always, it’s the person in a top C-level leadership position who is responsible for bringing it all in, at, or under budget.
The first CLO ever (on record) is Steve Kerr, hired in 1990 by Jack Welch to oversee General Electric’s (GE) learning and development.
The actual job title came about in a rather curious manner. According to this USC interview, it was originally suggested that Kerr be given the title Chief Education Officer. Kerr approached Welch and joked, “I’m going to be CEO just like you.” Welch responded with a laugh, “There’s only one of those at GE! You can be Chief Learning Officer.” Because the position/title was created on the spot, Kerr ended up creating his own job description.
What Does a CLO Do?
Chief Learning Officers typically have the following job responsibilities:
- The entire information management scope of the company
- Forming, implementing , and overseeing curriculum
- Making decisions on learning management systems (LMS) and other eLearning tools
- Selecting and hiring employees
- Ensuring employees have a smooth onboarding process
- Crafting a learning strategy for the organization (or making changes to current learning strategy).
If we look at CLO statistics, about 90 percent of CLOs have spent time in the corporate world. They have 18 years of experience on average. As with most C-Level positions, the role requires an individual with vast practical experience at multiple levels in an organization and industry.
In order to be able to strategically think through a comprehensive training plan for an organization, a CLO has to be intimately familiar with what different levels of staff need to know and when they need to know it—as well as what obstacles staff may face and how to resolve those challenges.
We often refer to a three-legged stool as the “CLO Throne.” The use of technology to drive information (the first two legs of the stool)—eLearning, mLearning, and/or tablet-based learning—intersects with social media, the third leg in today’s learning stool. Increasingly, learning takes place on demand, incorporates gamification and social learning, and learners increasingly bring their own devices (BYOD).
The learning landscape remains in a constant state of flux with the rate of change ever-increasing—and the CLO must keep up with it all while overcoming the challenge of introducing older learners to new forms of learning.
What Makes a Stellar CLO?
A great CLO doesn’t see the organization in parts but in its entirety. They help form an atmosphere where employees are at peace with each other, happy to learn from one another, and collaborate. Every employee is treated as a key part of the organization.
Here are some traits that make for a successful CLO:
- Culturally educated. A CLO needs to plan for people from different generations, nationalities, personalities, and languages.
- Emotionally intelligent. CLOs need to be open to your employees and willing to learn from their perspectives.
- Understanding and empathetic. CLOs quickly understand why an employee acted the way they did.
- Futuristic. CLOs should have goals that will help the company in the long term.
- Enthusiastic enough to fire up others with your passion.
We’ve done considerable research into the current working of CLOs and their locations. We’re excited to see how the role develops in the future. Check out the statistics below to understand how CLOs shape their organization.
Successful CLOs You Might Know About
1. Lou Tedrick, Verizon, Vice President of Global Learning and Development, 2021 CLO of the Year
2. Sydney Savion, Cityblock Health, 2020 CLO of the Year (oversaw the development of 250,000 U.S. military officers)
3. James Woolsey, President at Defense Acquisition University, 2019 CLO of the Year
Female Representation
In the United States, about 38 % of the Chief Learning Officers identify as female. While the male-identified population is bigger, at 57.5%, it is still a promising number.
Educations-oriented positions often have over-representation of female-identified employees. In fact, 76% of private school teachers were women. That high representation in education carries over to the CLO position. After pouring over 1,550 CLO profiles on LinkedIn, we found the gender results to be both surprising and refreshing: 45% of CLOs identify as female, which is a number considerably higher than male/female breakdowns in the C-suite.
CLOs in Fortune 50 Companies
Some of the Fortune 50 companies that employ official CLOs are Citigroup, Bank of America, HP, Goldman Sachs, JP Morgan, GE, Hess, and Caterpillar. When we expand the list to Fortune 500, there are a few more notable companies, including: Cisco, New York Life Insurance, American Express, CHS, Nike, AIG, McDonald’s, Merck, General Mills, and Mastercard.
Growth in the Industry
About $92.3 billion was spent on corporate training in 2021 in the US alone, up from $87.6 billion in 2018. While that’s not a large increase, the COVID-19 pandemic has affected the general investment trend in the industry. While some expenditures were reduced, others were increased considerably. What is clear is that the CLO position isn’t going anywhere.
Chief Learning Officer (CLO) Salary
Salaryexpert.com estimates the average yearly salary of a CLO to be $124k per year.
By Payscale’s estimate, the base salary for a CLO is between $96k to $215K. The bonus scale also ranges from $5K to $47K. If CLOs have shares in the company, from profit sharing, they might get anything from $4K to $28K. As such, the total pay is estimated from $100K to $243K. Obviously it varies by location, with larger metro areas like San Francisco and New York reaching higher salary numbers.
How is the Salary Affected by Experience?
If we go by the Payscale database, a CLO’s career goes through four phases. For the first four years, the base salary might be around $122K, 5 to 9 years, it’s $140K. 10 to 19+ years would bump that salary to $160K.
What Industries Have the Most CLOs?
There isn’t anything surprising about the industries CLOs are prevalent in. In most cases, their previous stints have been in HR or education. There are some management consultants too. CLOs self-reported these numbers on LinkedIn.
How Do You Become a CLO?
The CLO journey is a bit murky. The position is still a relatively new one, with plenty of companies that don’t have the role yet. However, if we take a look at the experience of other CLOs:
- 18 years spent in the corporate world, in fields relevant to the industry (10 years at a minimum)
- Bachelor or master’s degree in HR preferred, with other education management and training experience
- Any kind of Corporate Officer position such as CIO, CEO, CMO, or CCO
- Completing any educational program meant to train Chief Learning Officers- PennCLO Executive Doctoral Program from The University of Pennsylvania, George Mason University School of Business’ four-month CLO training program, Curriculum and Instruction from The University of Virginia
For a business to be sustainable in the long run, the employees have to continuously grow their technical and soft skills. Knowledge is valuable to these employees, and the only way they can ensure they will continue to climb the corporate ladder is to continuously increase their skill set.
All of this becomes possible because CLOs are there to guide them along their career path. The presence of a Chief Learning Officer sends a clear message that the company is invested in their employees and is willing to provide them with the tools to shape the future.
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