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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.
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Global CHRO Turnover - Russell Reynolds Associate Copy
Incoming
Outgoing
Index view
Industry view
Incoming CHROs
Incoming CHROs: Gender
Incoming CHROs: Appointment
Incoming CHROs: First Timers

Select Index

Global (All Companies)   S&P 500   FTSE 100   ASX 200   CAC 40   DAX 40   EuroNext 100   FTSE 250   HANG SENG   Nikkei 225   NSE Nifty 50   S&P/TSX Composite   STI  
Global (All Companies) S&P 500 FTSE 100 ASX 200 CAC 40 DAX 40 EuroNext 100 FTSE 250 HANG SENG Nikkei 225 NSE Nifty 50 S&P/TSX Composite STI
Global (All Companies) S&P 500 FTSE 100 ASX 200 CAC 40 DAX 40 EuroNext 100 FTSE 250 HANG SENG Nikkei 225 NSE Nifty 50 S&P/TSX Composite STI
Global (All Companies) S&P 500 FTSE 100 ASX 200 CAC 40 DAX 40 EuroNext 100 FTSE 250 HANG SENG Nikkei 225 NSE Nifty 50 S&P/TSX Composite STI
Incoming CHROs
Incoming CHROs: Gender
Incoming CHROs: Appointment
Incoming CHROs: First Timers

Select Industry

Global (All Companies)  Consumer   Financial Services   Healthcare  Industrial  Technology 
Global (All Companies) Consumer Financial Services Healthcare Industrial Technology
Global (All Companies) Consumer Financial Services Healthcare Industrial Technology
Global (All Companies) Consumer Financial Services Healthcare Industrial Technology
Index view
Industry view
Outgoing CHROs
Outgoing CHROs: Gender
Outgoing CHROs: Appointment
Outgoing CHROs: First Timers
Outgoing CHROs: Tenure

Select Index

Global (All Companies)   S&P 500   FTSE 100   ASX 200   CAC 40   DAX 40   EuroNext 100   FTSE 250   HANG SENG   Nikkei 225   NSE Nifty 50   S&P/TSX Composite   STI  
Global (All Companies) S&P 500 FTSE 100 ASX 200 CAC 40 DAX 40 EuroNext 100 FTSE 250 HANG SENG Nikkei 225 NSE Nifty 50 S&P/TSX Composite STI
Global (All Companies) S&P 500 FTSE 100 ASX 200 CAC 40 DAX 40 EuroNext 100 FTSE 250 HANG SENG Nikkei 225 NSE Nifty 50 S&P/TSX Composite STI
Global (All Companies) S&P 500 FTSE 100 ASX 200 CAC 40 DAX 40 EuroNext 100 FTSE 250 HANG SENG Nikkei 225 NSE Nifty 50 S&P/TSX Composite STI

Select Index

Global (All Companies)  S&P 500   FTSE 100   ASX 200   CAC 40   DAX 40   EuroNext 100   FTSE 250   HANG SENG   Nikkei 225   NSE Nifty 50   S&P/TSX Composite   STI  
Outgoing CHROs
Outgoing CHROs: Gender
Outgoing CHROs: Appointment
Outgoing CHROs: First Timers
Outgoing CHROs: Tenure

Select Industry

Global   Consumer   Financial Services   Healthcare  Industrial  Technology 
Global Consumer Financial Services Healthcare Industrial Technology
Global Consumer Financial Services Healthcare Industrial Technology
Global (All Companies) Consumer Financial Services Healthcare Industrial Technology

Select Industry

Global (All Companies)  Consumer   Financial Services   Healthcare  Industrial  Technology 

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Global CHRO Turnover Index: Key Trends H1 2025

 

01

CHRO appointments show signs of increasing

In H1 2025, 86 CHROs were appointed globally, an increase compared to H1 2024 when 61 CHROs were appointed—a record low.

 

Although the H1 2025 figure remains below the eight-year average of 96 appointments, this year-over-year growth demonstrates an uptick in CHRO turnover activity. The S&P 500 drove much of this increase, with 30 CHRO appointments in H1 2025 compared to 24 in H1 2024.

 

CHROs appear to be leveraging this period of relative stability in CEO turnover to make strategic career moves, having overseen the critical work of steadying their organizations through leadership transitions.

 

 

02

H1 CHRO tenure reaches seven-year high

CHROs stepping out of the role are doing so after a longer tenure. In H1 2025, the average tenure for outgoing CHROs reached 5.4 years, a substantial increase from 4.2 years in H1 2024 and the highest H1 tenure recorded since 2018. This upward trajectory is also driven by the S&P 500, where average tenure nearly doubled from 3.6 years in H1 2024 to 6.5 years in H1 2025.

 

The responsibilities of today’s CHROs have expanded. In many cases, they are required to play pivotal roles in transformation at their organization—whether in response to AI integration, workforce evolution, or shift in sustainability and inclusion strategies. Transformation success depends as much on people and culture as it does on systems and processes, and change management often represents the most significant challenge for organizations navigating these transitions. This means many CHROs are staying in position longer to see critical transformation initiatives through to completion.

 

 

03

Organizations remain focused on appointing internal talent

Internal CHRO appointments remained stable in H1 2025, with 47% of new CHROs promoted from within their organizations—a slight increase compared to 44% in H1 2024 and closely aligned with the eight-year average of 49%.

 

While external appointments still outweigh internal appointments, this marginal increase demonstrates that more organizations are placing value on institutional knowledge and the CHRO candidate that they know. This can accelerate impact and remove integration hurdles, as they already know the company strategy, leadership team and likely obstacles to success.

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 consideredthe CEO’s close confidant, so changes in turnover in top seat are likely tohave a knock-on effect on the CHRO.‍

How many CHROs were appointed globally in 2024 at public companies?

In 2024, 141 CHROs were appointed to the top HR role at public companies globally, closely mirroring the 220 CEO changes within the same period.

Notably, some organizations may not have previously had a dedicated CHRO, while others experience more than one CHRO change within the year. A more robust assessment and succession planning process could have contributed to greater stability in these roles.

How many CHROs of public companies stepped down in 2024?

In 2024, a total of 153 CHROs stepped down from their roles at public companies globally, with a notable 71 departures from S&P 500 organizations, 13 from ASX 200, 13 from FTSE 100 and 13 from FTSE 250.

What is the proportion of women CHRO appointments at public firms in 2024?

In 2024, women made up 67% of all CHRO appointments at public firms globally. Historically, from 2018 to 2024, the average proportion of female CHRO appointments has been 68%.

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

In 2024, 53% of new CHRO appointments at public companies were first-time CHROs. Historically, from 2018 to 2024, the average proportion of first-time CHROs has been 56%.

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

The average tenure of CHROs at publicly listed companies is 4.2 years, with a range spanning from 0.8 to 17.3 years.

 

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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Global CHRO Turnover Index

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