> HR cannot be the only shepherds of “the people track,” or else it will just get ignored. Herein lies the fundamental crux. The CISO cannot be the only shephe

> HR cannot be the only shepherds of “the people track,” or else it will just get ignored. Herein lies the fundamental crux. The CISO cannot be the only shepherd of security, or else security will just get ignored. QA, Product, UX, Finance, Legal, cannot be the only shepherds of their domains, or else they will just get ignored. The fact is that you will not find perfect candidates, where "perfect" means "well-versed in every corporate sub-field." That's not reasonable. What you can do is hire people with the humility to a) understand what they are not good at, b) actively invite the participation of those who are good at it, c) value, utilize, and celebrate their contributions. That's not an HR skill, that's a soft skill.