Global CHRO Turnover Index

We share the latest CHRO turnover data across listed companies globally. Each quarter, you’ll find the latest data on CHRO departures and appointments, as well as trends on gender diversity, tenure, and internal / external appointments.

What this means for CHRO succession

The Q1 2026 data suggests CHRO succession is becoming more deliberate. Organizations are making slightly fewer moves overall, but when they do make a change, they are widening the search, weighing experience carefully, and holding leaders in role for longer. The rise in external hiring signals a greater willingness to look beyond internal pipelines, while the continued strength of first-time appointments shows that step-up talent still has a clear place in the market. Together, these trends point to a succession environment in which future-fit role definition, internal bench strength, and the ability to lead transformation matter more than ever.

What is CHRO turnover?

CHRO turnover refers to the rate at which Chief Human Resources Officers leave their roles and are replaced within organizations. It reflects leadership stability and can indicate broad trends in HR leadership. The CHRO Turnover captures data from the following global stock indices: ASX 200, CAC 40, DAX 40, Euronext 100, FTSE100, FTSE 250, HANG SENG, Nikkei 225, NSE Nifty 50, S&P 500, S&P/TSX Composite, and STI.

How has CHRO turnover changed for public companies?

CHRO turnover has remained steady, but the approach has evolved. There is now a growing preference for external hires to bring in fresh perspectives. As a result, firms are increasingly seeking more experienced individuals who have navigated complex environments to help address their own challenges. While there’s still openness for first-time CHROs, this trend may be shifting as organizations prioritize seasoned leadership in the current climate.

Why is CHRO turnover so high for public firms globally?

CHRO turnover is high in public firms globally due to multiple factors. While workforce and global pressures can contribute to a need for leadership change, a significant driver is the turnover of CEOs. The CHRO is often considered the CEO’s close confidant, so changes in turnover in top seat are likely to have a knock-on effect on the CHRO.‍

How many CHROs were appointed globally in 2025 at public companies?

In 2025, 155 CHROs were appointed to the top HR role at public companies globally—up from 124 in 2024. While activity has increased, it remains below the five-year average and significantly below post-pandemic highs. The rise was driven largely by the S&P 500, where elevated CEO turnover likely contributed to increased CHRO transitions.

What proportion of new CHROs of public companies were first-time CHROs?

In 2025, 60% of CHRO appointments were first-time CHROs, broadly in line with 2024 levels (65%). Most first-time appointments came from within—a continuation of a trend we’ve seen since 2019. Internal CHRO appointments can accelerate cultural continuity and CEO alignment, but it also increases the importance of transition support, clear early priorities, and active sponsorship to give first-time CHROs the runway they need to succeed.

What’s the average tenure of CHROs at publicly listed companies?

The average tenure of outgoing CHROs increased to 5.2 years in 2025.

Disclosures

The CHRO Turnover index is based on the most current and reliable information, focusing on HR Executives who hold the top HR position within their organizations. As executive roles and reporting practices are dynamic, some changes may not be immediately reflected, and figures may adjust quarterly as new appointments are retroactively announced.

Data Source

The data presented in this report was built through human-forward research and mapping to pinpoint individuals who hold top-level HR roles within organizations globally.

Time Frame

The analysis covers CHRO turnover and appointments from Q1 2018 to Q4 2024. Specific focus points have been highlighted for trends observed in Q4 2024.

Data Accuracy

While every effort has been made to ensure the accuracy of the data, it is based on available information at the time of reporting and may be subject to updates as new information becomes available. This includes leveraging data on individuals who are VPs, HR, and SVPs, HR, who serve as the top-level HR role within their organizations but may not necessarily be labeled as a CHRO. We aim to be inclusive in our approach and encapsulated all the publicly available data. There may have been interim placements or appointments that did not work out, resulting in the same organizations experiencing multiple CHRO movements within a 1-2 year span. Therefore, while the movement tracks all changes within an index, a single move does not always equate to one company, as a single company may have various CHROs over a short time span for different reasons.

Use of Data

This report is intended for informational purposes only and should not be used as the sole basis for any business or strategic decisions. It is recommended to consult with professional advisors for tailored advice and analysis.

Global CHRO advisory leaders

Our global Human Resources Officers team provides strategic insights and guidance to tackle your most complex HR leadership challenges. We work with you to create tailored solutions that strengthen your organization’s leadership and drive impactful change.

Jason Kipkala is a member of Russell Reynolds Associates' Global Legal, Risk, & Compliance Officers and Human Resources Officers Knowledge teams. He is based in Toronto

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