Effective CHRO succession planning should ideally begin after the onboarding of the current CHRO and therefore could be around three to five years before any anticipated CHRO transition. This proactive timeline allows for thorough assessment, targeted development of internal candidates, and seamless knowledge transfer. While comprehensive CHRO succession planning services can be developed faster, implementation timelines will vary based on your organization's starting point and objectives. We work with you to ensure the best outcomes for your unique circumstances.

Selecting your next CHRO requires a strategic, data-driven approach that aligns with your organization's future direction. We recommend beginning with a comprehensive assessment of your organization's people strategy, culture objectives, and evolving talent challenges. This creates a foundation for defining the ideal CHRO profile with specific competencies, experiences, and leadership attributes required. Our process then evaluates internal candidates against this profile using rigorous assessment tools, simulated business scenarios, and structured interviews to identify capability gaps. We also benchmark internal talent against external market standards to ensure you're selecting from the strongest possible candidate pool. The most effective CHRO succession processes consider not just technical HR skills but also strategic business partnership abilities, workforce transformation expertise, and cultural leadership qualities that will drive your organization forward.

Confidence in your CHRO succession decision comes from a thorough, objective evaluation process that minimizes bias and maximizes insight into candidates' true capabilities. Our approach goes beyond traditional interviews to include psychometric evaluations, case-based simulations, and structured reference discussions. This comprehensive view allows you to evaluate candidates' people strategy expertise alongside their strategic thinking, leadership potential, and business alignment. Additionally, creating structured development opportunities for top internal candidates gives you real-world data on their readiness for the CHRO role. By combining rigorous assessment methodologies with strategic clarity about your future people leadership needs, you can make your CHRO succession decision with confidence.

While internal HR teams provide valuable support, our dedicated CHRO succession services offer significant advantages: objective assessment of candidates, benchmarked data on CHRO competencies across industries, and structured development methodologies for high-potential candidates. Our collaborative approach ensures all stakeholders are engaged in the process for optimal results.

• You'll receive guidance and support for long, mid, and shorter-term CHRO succession needs to mitigate the risk of your organization being harmed by unplanned CHRO vacancies. Our expertise in leadership assessment and benchmarking will map your candidates against your future-focused strategy and goals, rather than your current state.

• Our deep understanding of the external market will provide you with access to the best external CHRO candidates while we rigorously assess your internal CHRO talent bench through an impartial third-party evaluation process that removes organizational bias and politics from the assessment.

• Your internal CHRO candidate(s) will feel engaged, informed, and respected throughout the process, regardless of the final selection outcome. The objective, third-party perspective ensures all candidates receive fair and consistent evaluation based on merit and strategic fit.

• Your CHRO succession candidates will receive the necessary transition support and ongoing development as they transition into the role, backed by unbiased insights from our independent assessment process.

Our approach to CHRO succession combines psychometric insights from top organizational psychologists, including candidates' strengths, derailers, and values, as well as our market experts, who determine candidates' relevant knowledge and skills, based on their expert understanding of best-in-class CHRO competencies. We also carry out 360-degree referencing to collect nuanced data about how candidates' leadership styles manifest on a daily basis, and specific measurements to understand candidates' ability to forge successful relationships with other leaders and their teams.