For a CHRO in a private equity portfolio company (a CHROPE), the Quarterly Business Review (QBR) isn’t just another meeting—it’s a defining moment. It’s your opportunity to demonstrate that HR is not a cost center, but a strategic engine fully aligned to revenue, value creation, and the operating plan.
The way you prepare—and the story your data tells—will determine your credibility in the eyes of the CEO, CFO, and operating partners. This checklist ensures that your QBR highlights the strength, clarity, and business alignment of your HR function.
Below is a comprehensive guide to help you walk into the QBR with confidence, precision, and impact.
1. Start With the Big Picture
Review the Previous QBR
Look at last quarter’s commitments:
- What goals were achieved?
- What lagged and why?
- What needs doubling down?
This sets the narrative arc for your update.
Reconfirm Organizational Goals
Anchor yourself in the company’s strategic priorities—growth, EBITDA, unit economics, integration milestones, restructuring, or workforce optimization. Your HR plan should directly map to these targets.
2. Compile High-Impact HR Metrics & KPIs
These metrics demonstrate operational discipline and business alignment:
HR Budget & Resource Allocation
Show:
- utilization vs. budget
- savings or efficiencies
- spend tied to value creation
Talent Acquisition
At minimum, present the “Big 3”:
- Time-to-fill
- Cost-per-hire
- Quality of hire
Tie these to business impact (speed to revenue, operational capacity, productivity).
Retention & Turnover
Bring:
- turnover trends
- regrettable-loss analysis
- stay interview insights
- hot spots by department
Employee Engagement
Summarize pulse surveys, sentiment trends, and engagement drivers.
Learning & Development
Show training completion rates, leadership pipeline development, and measurable skill growth.
DEI Metrics
Present:
- representation data
- promotion velocity
- inclusive leadership progress
Compliance & Risk
Confirm that HR is clear on all legal requirements and proactively managing risk.
3. Identify Achievements, Challenges & Upcoming Milestones
This section shows leadership you have command of the function.
- Key accomplishments from the last quarter
- Challenges—and how you’re addressing them
- What’s upcoming on the HR calendar (comp cycle, audits, engagement surveys, talent reviews)
Back everything with specific data points.
4. Share Trends & Insights That Matter
This is where you demonstrate strategic foresight.
Examples:
- labor market shifts
- regulatory changes
- GenAI/technology implications
- talent scarcity risks
- new employee expectations
Your value increases when you contextualize HR data within market realities.
5. Present Strategic HR Initiatives
These should map directly to company goals:
- TA process improvements
- manager capability development
- workforce planning enhancements
- culture and engagement strategies
- org design and efficiency initiatives
Explain how each initiative advances revenue, optimization, or risk reduction.
6. Highlight Talent Development & Succession Planning
Executives care deeply about:
- leadership bench strength
- internal mobility
- readiness risks
- succession depth for critical roles
Present a clear view of the organization’s future-state leadership capability.
7. Reinforce DEI & Culture Efforts
Provide measurable progress:
- inclusive leadership adoption
- diversity in hiring and promotion
- initiatives to strengthen belonging and communication
Show the link between culture, retention, and performance.
8. Bring the Voice of the Employee
Share relevant insights from:
- surveys
- focus groups
- exit interviews
- stay interviews
Highlight patterns—and what HR is doing about them.
9. Risk & Compliance Overview
Provide a concise update on:
- HR policy compliance
- regulatory updates
- any identified risks and mitigation plans
This shows control, foresight, and operational rigor.
10. Budget & Resource Allocation Review
Demonstrate discipline and ROI:
- how HR spends its budget
- how resources support business priorities
- opportunities for optimization
PE loves a CHRO who understands spend and ROI.
11. Set Clear Goals & Action Items for Next Quarter
Make these:
- measurable
- time-bound
- tied to business objectives
Include the steps required to execute.
12. Feature One of Your HR Team Members
This is smart leadership. It:
- gives your team exposure
- demonstrates succession strength
- signals confidence in your bench
Executives take note when a leader can elevate their people.
13. Prepare Visuals That Tell the Story Clearly
Your slides should be:
- clean
- data-forward
- visual, not text-heavy
- organized by storyline
Data → Insight → Action → Result.
14. Practice & Pressure-Test Your Presentation
Rehearse to ensure:
- crisp delivery
- clear logic
- professional confidence
- mastery of your metrics
Practice the transitions between slides and anticipate pushback.
15. Prepare for Questions—Especially Hard Ones
Think through:
- cost
- risk
- ROI
- headcount decisions
- turnover
- TA bottlenecks
- leadership capability
- culture gaps
Your ability to respond calmly and precisely builds tremendous trust.
16. Follow-Up Plan
Outline:
- commitments
- owners
- timelines
- reporting cadence
This shows accountability and operational discipline.
Final Thoughts
A QBR is a powerful stage for the CHROPE. The leadership team wants to know that HR is aligned with the business, focused on outcomes, financially disciplined, and enabling value creation—not just providing support.
Approach the QBR with strategy, clarity, and confidence.
