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This stability may indicate that organizations are opting to retain their CHROs to maintain continuity amid market volatility. CHROs may also choose to remain in role as they navigate the key talent and skills shortage—rated as a top threat to organizational health by leaders. Gender diversity among CHROs has increased across most indexes, except the Nikkei and Nifty 50, where women remain underrepresented in the top HR role.
To ensure that true gender balance is achieved at the top of all indices, we need to ensure that the way CHRO succession is planned, managed, and executed is equitable. This shift towards external appointments could indicate a strategic move by organizations to bring in fresh perspectives and new expertise to navigate the evolving challenges within the HR function and workforce alike, led by geopolitical tensions , technological disruption , and redefining corporate value. To rebalance the scales, organizations must re-look at their succession pipelines, and assess what they can do to develop more internal candidates for the CHRO role.
This decline reflects a growing preference for more experienced leadership amid increasingly complex challenges, such as navigating political turmoil and uncertain economic conditions. While external hiring remains strong, organizations are prioritizing seasoned leaders who can bring stability and proven expertise, rather than taking risks on first-time CHROs.
This shift towards experienced hires underscores the need for steady hands in turbulent times. It reflects leadership stability and can indicate broad trends in HR leadership.