95 CHROs appointed globally in H1 2026 as HR leadership turnover rises

Global CHRO turnover increased in the first half of 2026 as organisations continued to revamp their senior people leadership, according to Russell Reynolds Associates.

The executive search and leadership advisory firm recorded 95 CHRO appointments in H1 2026, representing turnover of 5.2%. This was up from 64 appointments, or 3.5%, in H1 2024 and 79 appointments, or 4.3%, in H1 2025.

The number of appointments was slightly above the eight-year H1 average of 93, although activity remained below the post-pandemic highs, Russell Reynolds Associates said.

CEO changes add to CHRO movement

The rise in CHRO turnover follows a period of elevated CEO turnover. Russell Reynolds Associates noted that 234 CEOs departed their roles globally in 2025, 21% above the eight-year average.

CEO transitions can subsequently trigger movement at the CHRO level, as incoming CEOs may seek people leaders who can act as enterprise business partners and help shape the organisation's future workforce.

At the same time, the CHRO role itself is expanding. Organisations are increasingly expecting people chiefs to play a central role in enterprise transformation, organisational design, operating model changes, culture and the workforce implications of AI.

This changing mandate is creating movement in the CHRO market as companies seek different capabilities and senior HR leaders pursue broader transformation opportunities.

First-time CHRO appointments remain strong globally

Despite an uncertain business environment, organisations globally continue to appoint executives taking on the CHRO role for the first time.

First-time CHROs accounted for 62.1% of global appointments in H1 2026, up from 55.7% in H1 2025 and broadly in line with the eight-year H1 average of 62.9%, according to Russell Reynolds Associates.

The figures suggest that companies globally remain willing to back leaders who have the experience and potential to step into the top people role for the first time, rather than relying exclusively on executives with an established CHRO track record.

The trend is notably different among the largest US companies.

S&P 500 takes a more cautious approach

Only 39.1% of incoming S&P 500 CHROs were first-time CHROs in H1 2026, the lowest H1 share since 2019. The remaining 60.9% had previously served as CHROs.

This preference for experienced people chiefs comes alongside a sharp slowdown in CHRO appointments among S&P 500 companies. Appointment activity fell to 4.6% in H1 2026, compared with 7.8% in H1 2025.

Russell Reynolds Associates said the combination of fewer appointments and a stronger preference for experienced CHROs indicates that some of the largest US companies are taking a more cautious approach to CHRO succession than the global market.

S&P 500 companies turn to external CHRO talent

The S&P 500 is also showing a stronger preference for external CHRO appointments.

Globally, organisations were almost evenly split between internal and external appointments in H1 2026, with 51.6% of CHRO appointments going to external candidates and 48.4% to internal candidates.

Among S&P 500 companies, however, 65% of incoming CHROs were external hires, while just 35% were appointed internally. Russell Reynolds Associates said this represented the most externally oriented first half among S&P 500 companies since its tracking began.

Combined with the preference for executives who have previously held the CHRO role, the data suggests that when major US companies appoint a new people chief, they are increasingly looking outside their organisations for experienced leadership.

CHRO succession enters a new phase

Russell Reynolds Associates said the changing demands created by AI and enterprise transformation are redefining what organisations need from their top people leaders.

As AI becomes increasingly a question of people, organisational change and adoption, rather than technology alone, CHROs are expected to bring broader business and transformation capabilities to the role.

The findings point to two distinct approaches to CHRO succession. Globally, organisations continue to show willingness to promote first-time CHROs, potentially giving leaders an opportunity to shape a role that itself is being redefined.

S&P 500 companies, meanwhile, are more likely to seek experienced CHROs externally, bringing in leaders with a proven track record and experience managing transformation at scale.

For organisations planning their next generation of HR leadership, Russell Reynolds Associates said the key question is whether succession pipelines are developing the CHRO the organisation will need in three to five years, rather than simply replicating the capabilities required of the role today.