CHROs will be more important than ever in 2025 as strategic leaders managing human capital. They are leading the AI transformation and guiding organizations through workforce evolution. They also shape the emergence and development of’Superworkers – employees with significantly higher productivity and performance, empowered by advanced technologies and enhanced capabilities.
Understanding the evolution of the CHRO position and its impact on C-suite has never been more critical. We set out to find the answer to a fundamental question: How would a modern CHRO’s career profile and path look?
This question is addressed by the latest research from The Josh Bersin Company. The study analysed the data of 20,000 CHROs from various industries and geographies, as well as 7.5 million LinkedIn profiles. All were connected by a new approach for HR: SystemicHR.
The education path of modern CHROs
It is no surprise, then, that the CHRO position has become more complex and responsible. Our research revealed that 98% have a minimum bachelor’s level education. We found a strong correlation between the two: The CHROs of top-performing organizations are twice as likely to have a doctorate.
The advanced degrees require a high-level of critical thinking, innovative problem-solving and data-driven approaches. These degrees may not be enough to prepare CHROs for their day-to-day duties, but the commitment required to earn a doctorate or master’s degree will give them the drive and determination they need to reach the top HR positions. The perseverance required to achieve the CHRO position and ensure the HR function flourishes in a complex business environment is crucial.
It’s evident that there are many educational paths to becoming a CHRO. The 10 most popular majors only account for 52% of all the degrees that CHROs hold. There are hundreds of degrees which highlight the dynamic and multifaceted HR profession. CHROs are not limited to finance or technical degrees, as CFOs and CIOs usually do. They can have a wide range of backgrounds. The most common undergraduate degrees that lead to careers in HR are HR, Business and Psychology (15%, 11% and 6% respectively), which is consistent with the nature and scope of the job. Accounting/Finance is the least popular of the top 10 degrees, with only 2%.
We found that Political Science majors were among the best candidates for a career in HR. Why? They bring a unique combination of skills and perspectives to the role. They are well-suited to leading modern HR functions because of their ability to communicate effectively, analyse complex systems, understand human behavior, and develop policies.
Modern CHROs’ work experience trends
What is the experience of CHROs? The research indicates that nine out of ten CHROs who reach the top HR positions have extensive HR experience . The complexity of the job and the amount of knowledge required can overwhelm those who do not have this experience.
In our analysis, we found that 2 out of 5 CHROs have experience in talent and performance management. The next most popular domain is organisational development, where 1 in 3 CHROs are experts. One in four CHROs have experience in HR strategy.
What are the most important HR experience domains?
Talent Acquisition (TA), the HR experience that has the greatest impact, is at the top of the list. Only 1 out of 5 CHROs possess this expertise. However, it is a great way to prepare HR leaders for senior roles. TA expertise aligns with core principles like integration, data-driven decisions, strategic workforce planning and agility. These capabilities are essential for today’s dynamic business environment.
The design and development of organisations are strongly related to improved innovation, financial results, customer satisfaction, and agility in change. This experience is crucial for achieving superior results in areas such as re-designing jobs and roles to adopt AI, and navigating industries transformations and labour shortages.
Benefits and compensation are also important areas of HR expertise. CHROs with experience in this domain often work closely with the board and CEO on compensation issues. They establish important executive relationships that can be vital for driving strategic decisions and aligning HR with wider organisational goals.
Domains with the least impact on HR experience
While employee communication, HR technologies, and HR operations have less impact on driving business results. These domains, while essential to running an effective HR department, don’t have the strategic weight required to distinguish high-performing CHROs. It’s not the domains that drive innovation and organisational design, but rather the ones that focus on talent that have the biggest impact on the business.
Modern CHROs have a broader business experience
It’s important to have experience outside of HR. These experiences help CHROs understand the business landscape and the challenges that talent solutions are designed to solve. They also enable them to develop critical executive relationships. Only 1 in 4 CHROs has this valuable experience, which prepares them to be business leaders. These areas of proven value are consulting, strategy and IT.
It is also important to have experience across companies. CHROs can gain a better understanding of diverse business models by working in multiple organisations. They also develop leadership expertise and a more balanced view when they work with different organizations. Our analysis shows the best-performing CHROs have extensive experience across companies and industries.
Experience abroad is another key differentiator. CHROs who have international experience are more likely than others to hold senior roles. Data shows that 68% CHROs who have international experience are in the C-suite or on boards, compared to only 56% for those without international exposure. This experience can be hard to find, as the US is behind EMEA, APAC and only 39% of CHROs have worked abroad, compared with 68% for EMEA.
The job is in high demand and requires serious consideration
CHROs need support in building the right capabilities, especially with the complexity of the HR function as well as the organisational structure.
You can achieve this by combining advanced education (degrees with the right majors), gaining valuable HR experience, gaining business experience outside of HR through rotations in companies, and looking for opportunities to gain international exposure via cross-country assignments.
These insights can help CEOs find the best CHRO for their company by focusing their search on the most important factors. They will then be able to select the leader who has the skills and experience to ensure the success of their organization.
