CHRO responsibility has skyrocketed in recent years, and compensation trends underscore how organizations are increasingly viewing CHRO compensation through the lens of business performance.
A new study from Equilar on CHRO compensation at the largest U.S. public companies by revenue found the average pay package last year was $3.7 million, down from about $4.4 million in 2024. The value of stock awards, which was the largest component of pay, stayed about the same—at $2 million—which researchers say highlights that organizations are weighing CHRO contributions to business outcomes “heavily.” Meanwhile, cash bonuses decreased slightly from $896,256 to $864,610, and median base salaries also decreased from $694,167 to $674,688.
| Name | Company | Salary |
|---|---|---|
| Kelly Tullier | Visa | $14,547,754 |
| Tracy Skeans | Yum! Brands | $12,085,124 |
| Jacqueline Canney | ServiceNow | $11,883,772 |
| Michelle O’Hara | Humana | $8,942,638 |
| Robert Dzeliak | Expedia Group | $8,316,538 |
Who are the top earners?
In 2025, the highest-compensated CHROs include:
- Kelly Tullier, Visa: $14,547,754
- Tracy Skeans, Yum! Brands: $12,085,124
- Jacqueline Canney, ServiceNow: $11,883,772
- Michelle O’Hara, Humana: $8,942,638
- Robert Dzielak, Expedia Group: $8,316,538
The 2024 report was topped by Laura Fennel, who had a total compensation package of nearly $16 million and who has since stepped down from her role. Also notable is that Skeans rose from 32nd place in 2024, with total compensation of about $4.5 million, to second last year.
Women lagging in CHRO compensation
Equilar researchers note a stark reality in the numbers on CHRO compensation: a significant gender gap.
While 32 out of the top 50 highest-paid CHROs are women, their average total compensation is $3.5 million, compared to $5 million for their 18 male counterparts. Four of the top 10 highest-paid CHROs are men.
“A significant gap remains at the highest levels of the profession, even in a discipline where women are well represented,” according to the Equilar report.
While leadership responsibilities have expanded to take into account geopolitical shifts, AI integration and more, compensation for female executives doesn’t always follow that expansion, Tara Flickinger, partner at ON Partners, recently wrote for HR Executive.
“These requirements often carry greater operational and strategic complexity and are linked directly to business outcomes. However, expanded roles often come with less compensation for women than for men,” she says.
When executive compensation is closely aligned with impact, “advancement stops feeling like an economic tradeoff” for women, Flickinger notes, as persistent pay gaps carry the narrative that women can reach leadership levels, but it would likely cost them. “Closing that gap removes a friction point that influences career decisions while helping avoid potentially costly staff turnover.”
Ultimately, Flickinger says, when compensation reflects responsibility—a point particularly salient to HR executives who are largely primed to lead ongoing AI and people transformation—it gives leaders “a stronger reason to stay and builds more stability at the top.”
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