CHRO hiring rebounded sharply in the first three quarters of 2025, driven primarily by elevated activity in the S&P 500, according to Russell Reynolds Associates’ latest Global CHRO Turnover Index.
The data shows 127 CHROs were appointed globally in Q1-Q3 2025, nearly matching the seven-year average of 131 after dipping to just 94 appointments during the same period in 2024. The S&P 500 accounted for 59 of those appointments, the highest Q1-Q3 figure since 2020.
Technology companies showed the most CHRO movement, with 26% making appointments in Q1-Q3 2025. The combination of rapid change and heightened investor expectations has likely intensified pressure on HR leadership in the sector, contributing to higher turnover than in other industries.
The surge in CHRO turnover mirrors a corresponding uptick in CEO transitions, with roughly 10% of S&P 500 companies appointing new chief executives during the period. As these leaders prioritize workforce transformation, many are bringing in CHROs who can partner with them to execute on those ambitions.
Read more: CEO succession planning on the radar, amid Walmart, Apple news
CHRO appointment highlights
Several significant people moves exemplify strategic leadership structures in 2025.
After Caterpillar’s CHRO (and 2023 HR Executive of the Year), Cheryl Johnson, announced her retirement in January following seven years with the company, the industrial equipment manufacturer brought in NAHR chair Christy Pambianchi from Intel, where she served as chief people officer. Pambianchi brought 18 years of CHRO experience across multiple industries, including previous roles at Verizon and Corning.
Similarly, HP appointed Carol Surface as chief people officer in January, effective in March. Surface came from Apple, where she served as chief people officer, and previously spent a decade as CHRO at Medtronic. She succeeded Kristen Ludgate, who retired after four years leading HP’s people organization.
Hyatt Hotels appointed Kristin Oliver as CHRO in May. Oliver joined Hyatt with experience spanning multiple C-suite roles across various functions at HanesBrands, Walgreens, Chico’s and Walmart, bringing 15 years of HR leadership experience at major consumer brands.
Bath & Body Works made a leadership move in November, appointing Samantha Charleston as CHRO. Charleston came from Americold, where she led the transformation of a 15,000-employee global workforce. Before that, she held senior HR leadership roles at Newell Brands during a period of transformational growth.
Tenure rises but tells an uneven story
Average CHRO tenure ticked up to 5.1 years in Q1-Q3 2025, compared to 4.9 years in the same 2024 period and above the seven-year average of 4.5 years. However, this increase masks significant regional variation.
The longer tenures of outgoing S&P 500 CHROs, which averaged 6.1 years in Q1-Q3 2025, largely drove the overall increase. Meanwhile, six of the indices tracked showed declining average tenure, with the CAC 40, Euronext 100 and FTSE 100 experiencing the sharpest drops.
According to researchers at Russell Reynolds Associates, these fluctuations may be tied to the heightened visibility that accompanies playing a pivotal role in large-scale change. They note that “when transformation efforts are progressing well, CHROs are often retained to see them through to completion.” Still, when momentum slows, “their visibility in the process can make the role more exposed, leading to shorter tenure.”
First-time CHROs increasingly come from non-HR backgrounds
One lifting trend is the rise of first-time CHRO appointments, which reached 61% in Q1-Q3 2025, up from 53% during the same period in 2024 and roughly in line with the seven-year average.
Of these first-time appointees, 77% were internal successors, reflecting “companies’ confidence in their succession planning and the growing value placed on leaders who understand internal dynamics and culture,” according to Russell Reynolds Associates.
Many of these internal promotions are coming from beyond traditional HR career paths. Executives from risk, finance, operations, sustainability, communications, legal and compliance functions increasingly step into CHRO roles. This shift illustrates that the position has become more strategic and demands broader business acumen.
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