Editorial
Leadership in 2025 will be fundamentally different from the models we’ve relied on in the past. Organizations are navigating multiple challenges related to economic uncertainty, new workforce expectations, technological advancements and social tensions. Traditional, top-down leadership will give way to a more agile, people-centric model that prioritizes culture, adaptability and human capital.
Amid these changes, one leadership role is emerging as more crucial than ever: the Chief Human Resources Officer (CHRO). Once seen primarily as a functional leader managing policies and compliance, CHROs are now at the forefront of shaping business strategy. Their unique ability to align talent, culture and organizational resilience positions them as key players in leadership.
Our data, however, shows that many CHROs are not set up for success. Organizational politics, historical associations regarding the role of HR and imposter syndrome inhibit these individuals from fully contributing to the C-suite.
Organizations need a different approach to prepare CHROs for this role to deliver on the new expectations of the changing world of work and to help organizations adapt to challenges related to AI, a changing labor market and geopolitical tensions.
This article will explore how the CHRO role is expanding and what to prioritize to set them up for success.
The CHRO’s Expanding Role in Leadership
As a key strategic player, the CHRO addresses three critical board-level priorities:
People Strategy and Risk Management
The CHRO guides the board on employer brand positioning, talent risks and workforce dynamics, including AI adoption, remote work and geopolitical uncertainties. The CHRO is critical in guiding Board decision-making related to investments in a strategic and sustainable workforce strategy.
Talent, Skills and Sustainability
As the custodian of talent strategy, the CHRO informs the board on attracting, developing and retaining critical skills while ensuring succession planning. With a growing focus on ESG, they also play a vital role in embedding sustainability and responsible corporate citizenship into workplace culture.
Culture, Engagement and Productivity
Beyond reporting engagement metrics, the CHRO demonstrates how HR initiatives shape a high-performance culture. They provide insights on workplace practices that balance well-being with productivity, ensuring a culture that attracts and retains high-performing talent.
Setting CHROs Up for Success
Despite their growing influence, CHROs face barriers that prevent them from fully stepping into their expanded leadership roles. We have identified four critical areas of focus to enable the CHRO to contribute successfully:
Focus 1: Create Legitimacy for the CHRO Role and Contribution
For CHROs to make a meaningful impact, they require legitimacy beyond the proverbial “seat at the table.” This means:
- Elevating HR’s role within the business rather than treating it as an operational execution function.
- Including the CHRO as a member of the inner circle of the C-suite and acknowledging its contribution.
- Providing CHROs with the resources, budget and authority to implement transformative people strategies.
- Fostering a leadership culture that values people and recognizes HR’s strategic contributions.
Organizations that actively invest in their CHROs will see better talent retention, higher employee engagement and a more adaptive workforce.
Focus 2: Address HR’s Reputation and Credibility Challenge
One of the biggest barriers to CHRO's effectiveness is the lingering perception that HR is a support function rather than a strategic business driver. Despite the function’s critical role in shaping culture, performance and long-term success, HR leaders struggle to gain the credibility afforded to CFOs or COOs.
To shift this narrative:
- CHROs must demonstrate business acumen, making data-driven decisions directly impacting revenue, innovation and efficiency.
- Organizations must celebrate HR-led successes, such as improved retention, increased productivity and stronger employer branding.
- CEOs and executive teams should champion HR’s role in driving business transformation.
Focus 3: Ensure HR Is Represented on the Board Agenda
For CHROs to influence the highest levels of decision-making, HR must be a core part of boardroom discussions. In many organizations, the people's agenda remains an afterthought, with little time dedicated to these discussions. To elevate HR’s presence at the board level:
- Boards should have time to discuss talent strategy, workforce planning and DEI initiatives.
- CHROs must be in a position to present HR-related insights and recommendations to directors.
- Organizations should consider adding HR expertise to their boards by appointing experienced HR professionals or creating advisory roles focused on people strategy.
When people strategy becomes a core part of board-level discussions, businesses are better equipped to navigate disruption and drive sustainable growth.
Focus 4: Build Healthy CHRO Talent Pipelines Through Upskilling and Exposure
Many CHROs feel unprepared when they enter the role. This can be addressed by building robust talent pipelines within HR. To do this:
- Invest in leadership development programs that prepare HR professionals for the C-suite.
- Provide high-potential HR leaders with cross-functional exposure to finance, operations and strategy.
- Embed continuous learning opportunities within the organization, ensuring HR professionals develop the right skills.
By strengthening HR leadership pipelines, organizations can ensure they have confident and competent HR leaders ready to step into the CHRO role.
Getting Started
Leadership in 2025 requires a fundamental shift toward people-first decision-making. As organizations face increasing external pressures and workforce expectations, the CHRO’s role has never been more critical.
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CHROs bring a unique perspective that is essential for business success. One that prioritizes culture, agility and workforce transformation. Organizations that invest in their CHROs will reap the benefits and gain a competitive advantage as they navigate the turbulent future of work.
Read more about the role of HR in the workplace today:
- Why We Need More CHROs on Boards – As architects of talent strategies and champions of culture, CHROs bring a unique and increasingly essential perspective to the boardroom.
- How HR Leaders Bridge Human Potential and AI Innovation — Four ways HR leaders can rise up to the challenge and integrate technology and the employee experience.
- Tactical HR: The Missing Link in Execution – Has your organization fallen into the trap of believing HR work is only strategic or administrative? The tactical stage translates vision into action.
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