The world of Human Resources (HR) saw a massive resurgence in leadership activity in 2025. According to the Russell Reynolds Associates (RRA) Q3 2025 CHRO Turnover Index, global CHRO appointments jumped to 127 in the first three quarters of the year—a significant leap from the 94 recorded during the same period in the year prior.
This surge happened in lockstep with a wave of CEO transitions. As new CEOs take the helm, particularly within the S&P 500, they aren’t just looking for an HR manager—they’re looking for a transformation partner.
“Much of this activity is tied to a broader wave of CEO transitions that peaked in late 2024,” explains Brad Pugh, leader of RRA’s HR Practice in the Southeast. “New CEOs recognize the importance of appointing their own CHROs to align with their agenda and drive large-scale transformation in 2025.”
Tech Leads the Charge
The technology sector is currently the “epicenter” of this shift, with 26% of S&P 500 tech companies making a fresh CHRO appointment this year. Why the unpredictability? In tech, the “ideal” leader changes as fast as the software.
“Tech companies evolve rapidly,” says Pugh. “The CHRO you need for an early-stage startup is rarely the same leader you need for a mature, public company. After a major milestone like an IPO, firms often transition to an executive better suited for the next phase of growth.”
The Tenure Paradox: Longer Seats, Higher Stakes
Interestingly, CHROs are staying in their roles longer than they used to. Global tenure has risen to 5.1 years, up from 4.9 last year. In the S&P 500, that number stretches even further to 6.1 years.
But don’t mistake longevity for safety. While CEOs value continuity when a transformation is working, increased visibility brings increased scrutiny. Pugh warns that “stability itself is not the primary objective.” In today’s market, if progress stalls or shareholder expectations aren’t met, a long-tenured CHRO can actually become more vulnerable than a newcomer. The question isn’t “How long have you been here?” but “Are you positioned to lead us into the next decade?”
The Rise of the “Non-Traditional” Leader
One of the most striking findings in the RRA index is the profile of the “New CHRO.”
- First-timers are in: 61% of new appointments are first-time CHROs.
- Homegrown talent wins: 77% of those first-timers were promoted from within.
- The “Business-First” Mindset: New leaders are increasingly coming from outside the traditional HR silo, bringing backgrounds in finance, operations, risk, and legal.
“CEOs want to have a business conversation,” Pugh notes. “They want to discuss go-to-market strategies and technology trends. An old-school HR leader who only knows employee relations won’t be able to keep up. As a result, companies value leaders with broad perspectives—and those leaders may come from outside HR.”
Four Actionable Insights for HR Professionals
How can current and aspiring HR leaders use this data to secure their seat at the table?
- Build Your “Business IQ”: If you want to be a CHRO in 2026, you must speak the language of the CFO and COO. Invest time in understanding finance, risk management, and the geopolitical factors affecting your industry.
- Audit Your “Bench”: With 77% of first-time CHROs being internal hires, succession planning is your most powerful tool. Identify high-potential leaders early and give them cross-functional projects to diversify their experience.
- Embrace the “Transformation” Label: Don’t just manage people; manage change. Positions are currently being filled based on a leader’s ability to execute a CEO’s specific transformation agenda.
- Focus on Resilience over Stability: Don’t get comfortable. Constant self-assessment of your value to the Executive Leadership Team (ELT) is necessary to ensure you are meeting the high-stakes expectations of modern shareholders.