The profile of the Chief Human Resources Officer (CHRO) is undergoing a radical transformation. According to the Russell Reynolds Associates (RRA) Q3 2025 Index, the “traditional” path to the top is being rewritten.
The data reveals a striking shift: 61% of new CHRO appointments are first-timers, and an impressive 77% of those leaders were promoted from within. But they aren’t just HR veterans moving up the ladder; they are “Business-First” leaders bringing expertise from finance, operations, risk, and legal.
The CEO’s New Expectation
Why the shift? It comes down to the depth of the conversation happening at the executive table. Brad Pugh, leader of RRA’s HR Practice in the Southeast, highlights that the days of the HR leader as a siloed functional expert are over.
“CEOs want to have a business conversation,” Pugh notes, adding that they want to discuss go-to-market strategies and technology trends.
Actionable Solutions for HR Leaders
If the goal is the C-suite, “knowing people” is now the baseline, not the destination. Here is how to position yourself for the new era of leadership:
- Audit Your “Business IQ”: Can you explain your company’s go-to-market strategy or the latest technology trends affecting your sector? If not, spend time with your peers in Finance and Operations to learn the “how” of the business.
- Seek “Stretch” Roles Outside HR: Since 77% of first-timers are internal promotions, look for cross-functional projects. Leading a risk management task force or an operational transformation will build the “broad perspective” CEOs now crave.
- Move Beyond Employee Relations: While employee relations is critical, it shouldn’t be your only lens. Reframe your HR initiatives in terms of shareholder returns and long-term value creation.