Introduction: When Your Business Outgrows Its Org Chart
Modern companies are evolving faster than traditional leadership structures can keep up. Whether it’s hiring a Chief AI Officer, Chief Sustainability Officer, or Chief Remote Work Officer, companies are increasingly tasked with defining new C-suite executive roles that have no historical precedent in their organizations.
At JRG Partners, we help companies create clarity from ambiguity. When you’re creating a role at the top that’s never existed before, it’s not just about filling a gap—it’s about reimagining your executive DNA.
1. Start with the Strategic Why
The first step in strategic planning for emerging C-suite functions is answering a crucial question: Why does this role need to exist now?
Consider:
- What business problem is this role meant to solve?
- What opportunities will this role help capture?
- How does this role support long-term company strategy?
The new C-level position must be anchored to a clear strategic purpose. Without it, you risk building around a buzzword instead of a business need.
2. Assess Organizational Readiness
Before introducing a novel role, conduct a deep dive into whether the company is structurally and culturally prepared. Assessing organizational readiness for new C-level positions involves more than org charts—it’s about capability alignment, stakeholder buy-in, and integration planning.
Ask:
- Will this new leader have the resources, autonomy, and influence to succeed?
- Are other executives clear on how this role will interact with theirs?
- Does your board support this evolution in leadership?
If the ecosystem isn’t ready, even the best executive will fail.
3. Develop a Job Description from the Future Back
When developing novel executive job descriptions, don’t just copy-paste from similar-sounding roles. Instead, design it “future-back”—start with the business outcomes you need 1–3 years from now, then reverse-engineer the responsibilities and qualifications required to get there.
Include:
- Vision and strategic objectives
- Key business impact areas (e.g., revenue, risk, innovation, compliance)
- Internal stakeholders and cross-functional collaboration touchpoints
- Ideal background and competencies—not just technical, but behavioral and adaptive
This is not just a job posting—it’s a leadership blueprint.
4. Define Success Metrics Early
A new C-level hire can flounder without defined expectations. Set clear KPIs for the first 90 days, 6 months, and 1 year. This helps align the board, the CEO, and the new executive from day one.
Examples:
- 90 Days: Stakeholder alignment and discovery
- 6 Months: Launch of initiatives, organizational structure design
- 12 Months: Tangible business outcomes tied to the role’s strategic intent
5. Design for the Future, Not Just Today
Today’s novelty can become tomorrow’s necessity. That’s why designing future-proof executive leadership roles is essential. Think beyond the initial hire: will this role evolve into a full function? Will it lead a team? Will it eventually influence board-level decisions?
Future-proof design includes:
- Scalable responsibilities
- Succession planning
- Clarity on how the role adapts as the company grows or pivots
A visionary role deserves a visionary roadmap.
Conclusion: When There’s No Precedent, You Set One
Creating a C-level role that’s never existed in your company isn’t just bold—it’s often necessary. But doing it right requires more than instinct. It requires deep strategic planning for emerging C-suite functions, thoughtful assessment of organizational readiness, and expert support in developing novel executive job descriptions that align with your long-term goals.
At JRG Partners, we help companies like yours design future-proof executive leadership roles from scratch—rooted in business strategy, not trends. When you’re ready to make that next big leadership move, we’ll help you do it with clarity, purpose, and confidence.
Ready to define your next-generation executive role? Let’s build it together.
