Shifts in the C-Suite: Here Are the Key Elements You Need to Know

The C-suite must constantly evolve to meet the growing needs of the workforce. Including keeping up with technological advancements and bracing for wage inflation, there’s an array of macroeconomic challenges impacting C-suite leaders’ priorities.

As HR leaders embark on the year ahead, here are key elements playing out across the C-suite.

Technological Advancements Remain a Defining Challenge, over Economic Uncertainty

According to SHRM’s 2026 CEO Priorities and Perspectives report, technological advancements ranked as a top macroeconomic challenge. More than half of CEOs (56%) selected this challenge. Inflation came second (38%), followed by economic uncertainty (36%).

These CEO priorities will ripple across the C-suite and play a role in what CHROs focus on this year.
 

“No matter what industry you work in, HR leaders everywhere are wrestling with how to best use AI in the workplace. It’s top of mind when it comes to recruiting, coaching, and HR planning,” said SHRM CHRO Jim Link, SHRM-SCP.

With increased artificial intelligence usage comes a range of corresponding technology threats.

Among CEOs surveyed, 88% said they anticipate heightened cybersecurity threats. Furthermore, 82% anticipate an increased need for investment in AI governance.  

Specialty Credential: AI+HI

CHRO Appointments Are Increasing

According to leadership advisory firm Russell Reynolds’ 2025 Global CHRO Turnover Index, CHRO roles are on the rise. This is evidenced by the 127 CHRO appointments in the first three quarters of 2025, compared to the 94 CHRO appointments in that time period during 2024. 

“HR’s value-add in the C-suite is continuing to gain prominence. CHROs are being recognized for their employee-first mindset — especially those that understand how to speak in metrics and have business acumen,” Link said.

Broader Business Experience Is Seen as a Value

Among the index’s findings, 61% of CHRO appointments in Q1-Q3 2025 were first-timers, compared to 53% in Q1-Q3 2024. 

Notably, 77% of these first-timers were internal successors, many of whom came from nontraditional HR pathways such as risk, finance, or legal. 

“This really underscores how much organizations now value that extensive business perspective, needing leaders who can deeply integrate people strategy with the entire enterprise agenda. Today's C-suite demands a CHRO who can engage in broad business conversations — someone who understands everything from go-to-market strategy, technology trends, and even geopolitics,” said Brad Pugh, partner and leadership advisor at Russell Reynolds Associates. 

Global CHRO Tenure on the Rise

In Q1-Q3 2025, there was a slight increase in the average length of global CHRO tenure. It jumped to 5.1 years compared to 4.9 years in the prior year. This marks a shift from the seven-year average of 4.5 years in the role. 

This increase is not consistent across all markets. Outgoing S&P 500 CHROs having longer tenures likely drove this finding, according to Russell Reynolds’ index.

“What we’re seeing is a clear trend: CHRO turnover remains elevated, with a significant jump in appointments,” Pugh said. “This increase is largely tied to the wave of CEO transitions we saw in late 2024. New CEOs are coming in, and they’re looking for HR leaders who can truly partner with them on major organizational transformations, not just manage HR in a silo.”