Global CHRO turnover climbs 25% in 2025 as CEOs seek strategic alignment

Global turnover in the chief human resources officer (CHRO) role rose sharply in 2025, as chief executives reshaped their leadership teams to reflect the expanding scope of the HR function, according to new data from Russell Reynolds Associates.

The firm’s latest Global CHRO Turnover Index shows that 155 CHROs were appointed across major listed companies worldwide in 2025, a 25% increase from 124 appointments in 2024. 

Despite the rise, appointment levels remain below the five-year average of 164 and well under the post-pandemic peak of 202 recorded in 2022.

S&P 500 drives growth in CHRO appointments

The uptick was led primarily by companies in the S&P 500, where 64 CHROs were appointed in 2025, up from 49 the previous year. Elevated CEO turnover in the index, amid heightened activist and investor pressures, is believed to have contributed to the increase.

The FTSE 250 also saw a notable jump, with 16 CHRO appointments compared to nine in 2024.

“Incoming CEOs frequently reassess the CHRO role, not necessarily as a reflection of performance, but to ensure chemistry and trust,” the report noted. As the CHRO mandate expands beyond talent management into enterprise-wide transformation, culture change, and strategic workforce planning, CEOs are placing greater emphasis on alignment with their HR leaders.

The findings suggest that CHRO transitions are increasingly about strategic fit rather than capability gaps. Elsewhere, appointment activity remained flat in markets such as the ASX 200 and DAX 40, and declined in indices including the FTSE 100, Nikkei 225, and Hang Seng.

First-time CHROs dominate appointments

A striking feature of 2025’s data is the dominance of first-time CHROs. Sixty percent of all new CHRO appointments went to executives stepping into the role for the first time, broadly consistent with 2024 levels.

The trend was especially pronounced across Asian indices. All CHRO appointments in the Hang Seng, Nifty 50, and Nikkei 225 were first-timers. Within the S&P 500, first-time CHRO appointments reached a seven-year high, accounting for 63% of new hires.

Internal promotions continue to shape the pipeline. Nearly half (45%) of all CHRO appointments in 2025 were first-time internal promotions, up from 35% in 2024. By contrast, externally hired first-time CHROs declined to 15%, down from 28% the year prior.

According to the report, internal appointments can accelerate cultural continuity and CEO alignment. However, it cautioned that organisations must pair these promotions with structured transition support, clear early priorities, and active executive sponsorship to ensure long-term success.

“With first-timers making up the majority of appointments, a deliberate transition plan should form part of the appointment decision,” the report emphasised.

Tenure edges higher, but sector pressures diverge

Average outgoing CHRO tenure ticked up to 5.2 years in 2025, compared to 4.4 years in 2023 and 4.2 years in 2021. The increase was largely driven by longer tenures in financial services and industrial companies. 

Financial services CHRO tenure rose to 5.6 years, while industrial sector tenure climbed to 5.1 years. The report attributed this to growing regulatory complexity, a desire for stability and risk mitigation around people strategy, and relatively lower levels of disruption in these sectors.

In contrast, tenure shortened significantly in consumer and technology sectors. Average CHRO tenure in consumer companies fell to 4.7 years, while technology firms reported an average of 4.8 years, down from 6.4 years in both sectors just a year earlier.

The decline reflects heightened volatility. Consumer businesses continue to grapple with tariff pressures and shifting buyer behaviours, while technology companies are recalibrating operating models amid rapid advances in artificial intelligence.

Boards urged to plan proactively

For CEOs and boards, the data signals a shifting leadership equation. As AI reshapes work and organisational structures, the CHRO role is evolving into a strategic enterprise leadership position.

The report advises companies to benchmark HR leaders against future-oriented success profiles, proactively build internal bench strength, and invest in executive assessment. With first-time CHROs now the majority, structured onboarding and transition frameworks are no longer optional but essential.

In an era where culture, transformation, and workforce strategy sit at the centre of business performance, the CHRO-CEO partnership is emerging as one of the most critical alignments in the C-suite.