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Today’s CHRO is no longer just the head of HR—they are a strategic architect of workforce transformation. As AI redefines work and trust in traditional institutions erodes, the CHRO is uniquely positioned to drive innovation, resilience, and responsible leadership at the top.
Key Shifts in the CHRO Role
Strategic Partner at the Top Table: CHROs now spend 80%+ of their time with C-level stakeholders on sensitive matters like CEO succession, cultural transformation, and future-of-work planning. Many have formal board responsibilities and act as the CEO’s closest advisor—often shaping leadership through the org chart itself.
Expanded Remits Beyond HR: Nearly 50% of CHROs now oversee non-HR areas—ranging from sustainability and transformation to tech and brand. These expanded roles require commercial acumen, change leadership, and the ability to drive behavior change at scale.
Anchor of Stability Amid Executive Volatility: With rising CEO/CFO turnover, organizations are holding on to CHROs longer. Average tenure increased to 4.5 years in 2024, and CHRO turnover hit a 5-year low, underscoring their role in ensuring leadership continuity and managing org chart transitions during executive reshuffles.
The AI Imperative: As AI adoption accelerates, CHROs must lead human–machine integration—redesigning workforces, reskilling talent, managing AI-human dynamics, and piloting responsible innovation. New roles like “AI Workforce Architect” and “Chief HR Bot” may emerge in HR teams and be integrated into future org charts.
The CHRO Profile of the Future
Broad Experience, Not Just HR: In 2024, 15% of new CHROs came from non-HR roles (e.g., regional CEOs, governance heads), and 26% were HR business partners or deputies. The trend is clear: business exposure is as crucial as HR expertise.
Leadership Multiplier: Future CHROs must build high-performing HR teams and empower others—focusing more on strategic influence and less on daily operations.
Emotionally Intelligent, Networked, Resilient: Balancing boardroom dynamics, guiding transformation, and acting as a safe space for executives demands high EQ. External CHRO peer networks are essential for support and learning.
Calls to Action
For CHROs:- Lead AI-human integration with responsible pilots and targeted reskilling.
- Invest in HR analytics to prove ROI and guide strategy.
- Build and empower “change-maker troops” across the org.
- Own C-suite succession with data-driven insights and vision alignment.
- Redefine the CHRO role to fit future transformation needs.
- Prioritize potential, not just past titles, when hiring or promoting.
- Use structured leadership assessments to future-proof your people strategy.
We warmly thank the authors—Michelle Chan Crouse, Ted Moore, Anna Penfold, Brad Pugh, and Alison Huntington—for their insightful and in-depth report at Russell Reynolds Associates. Their work offers a powerful new perspective on the fast-evolving role of the CHRO.
