In 2025, Chief Human Resources Officer (CHROs) are more vital than ever as strategic leaders, managing human capital as a core business driver. They are at the forefront of AI transformation, guiding organisations through workforce evolution and shaping the emergence of ‘Superworkers’ – employees who accomplish significantly higher performance and productivity, empowered by advanced technology and enhanced capabilities.
With the CHRO role now recognised as a critical C-suite position, understanding its evolution and impact has never been more important. That’s why we set out to answer a key question: What does the career path and profile of a modern CHRO look like?
The latest research by The Josh Bersin Company sets out to answer this question. The study analysed data from 20,000 CHROs across various geographies and industries, complemented by an in-depth examination of 7.5 million LinkedIn profiles – all connected through a new approach to the human resources function: ‘Systemic HR’.
The educational pathway of modern CHROs
The CHRO role has grown in complexity and responsibility, making it no surprise that those who hold the position are highly educated. Our research found that 98% of CHROs have at least a bachelor’s degree. Notably, we discovered a compelling correlation: CHROs in top-performing organisations are twice as likely to hold a doctorate.
Advanced degrees demand a high level of critical thinking, innovation, problem-solving, and a data-driven approach. While these degrees alone may not fully equip CHROs for the day-to-day responsibilities of the role, the dedication required to complete a Master’s or doctoral degree fosters the stamina, drive, and determination essential for reaching the top HR position. This perseverance is key to both advancing to the CHRO role and ensuring the HR function thrives in an increasingly complex business landscape.
When analysing the specific degree subjects of CHROs, it’s clear that numerous educational paths lead to this role. The top 10 most common majors account for only 52% of all degrees held by CHROs, and there are hundreds of degrees, highlighting the dynamic and multifaceted nature of the HR profession. Unlike CFOs, who typically have finance degrees or CIOs with technical education, CHROs can come from a broad range of fields. HR, Business, and Psychology are the most frequent undergraduate degrees leading to HR careers (15%, 11%, and 6%, respectively), which aligns with the nature of the work. In contrast, Accounting/Finance, Marketing, and Sociology are among the least common of the top 10, at just 2% each.
When looking at what drives a solid career trajectory in HR and ultimately leads to the CHRO role, we found that Political Science majors are among the strongest candidates. Why? We believe they bring a unique blend of skills and perspectives that are highly valuable for the role. Their ability to analyse complex systems, communicate effectively, understand human behaviour, and develop policies positions them well to lead modern HR functions.
Work experience trends of modern CHROs
What about the actual experience of CHROs after their education? Not surprisingly, the research shows that 9 out of 10 CHROs reach the top HR position with substantial prior HR experience. Those who are placed into the role without this background often find themselves overwhelmed by the complexity of the function and the vast amount of knowledge they need to acquire.
Our analysis identified talent and performance management as the most frequent type of experience, with 2 in 5 CHROs having this background. Organisational development follows as the next most common domain, with 1 in 3 CHROs specialising in it. HR strategy comes next, with 1 in 4 CHROs bringing experience in this area.
The most impactful HR experience domains
When examining the most impactful type of HR experience, Talent Acquisition (TA) tops the list. Although only 1 in 5 CHROs have this expertise, it prepares HR leaders exceptionally well for senior roles. TA experience aligns with key principles such as integration, data-driven decision-making, strategic workforce planning, and agility. All of these capabilities are crucial for driving business success in today’s dynamic environment.
Organisational development and design are also strongly correlated with improved innovation, financial performance, customer success, and change agility. This experience is critical for achieving superior outcomes in critical areas such as redesigning jobs and roles for AI adoption, and navigating industry transformations and labor shortages,
Compensation and benefits are another important area of HR experience. While this domain is often hindered by legacy tools and outdated mindsets, CHROs who have led in this area frequently collaborate with the CEO and board of directors on compensation matters. As a result, they establish key executive relationships, which can be crucial for driving strategic decision-making and aligning HR initiatives with broader organisational goals.
The least impactful HR experience domains
Meanwhile, employee communication, HR technology, and HR operations are less impactful when it comes to driving business outcomes. While these domains are essential for running an effective HR function, they don’t carry the strategic weight needed to differentiate high-performing CHROs. Instead, it’s the areas that drive talent, innovation, and organisational design that tend to have the most significant impact on business success.
Wider business experience trends of modern CHROs
But it’s not just about what CHROs have done within HR; non-HR business experiences are equally important. These experiences expose CHROs to the broader business landscape, helping them understand the problems that talent solutions aim to solve, and enabling them to build critical executive relationships. Yet, only 1 in 4 CHROs have this important experience that prepares CHROs to be business leaders. Areas of proven value include consulting, strategy, and IT.
Cross-company experience is crucial as well. Working in different organisations allows CHROs to understand diverse business models, build leadership expertise across various scenarios, and develop a more balanced perspective. Our analysis shows that the highest-performing CHROs often have extensive cross-company and cross-industry experience.
International experience is also a key differentiator. CHROs with international exposure are more likely to hold senior positions. Our data reveals that 68% of CHROs with international experience are C-suite members or board members, compared to 56% of those without international experience. Yet, this experience is sometimes hard to come by, with the US lagging behind EMEA and APAC, and with just 39% having worked outside their home country, compared to 68% in EMEA.
A high-demand job that needs serious consideration
The demands on the CHRO are significant, and with the increasing complexity of both the HR function and organisational structures, CHROs require support to build the right capabilities.
This can be achieved through a combination of advanced education (degrees and the right majors), honing a few value-added HR experiences, gaining non-HR business experience through company rotations, and seeking opportunities for international exposure through cross-country assignments.
Based on these insights, CEOs looking for their next CHRO can strategically guide their search by focusing on the factors most relevant to their unique company, ensuring they select a leader with the right skills and experiences to drive their organisation’s success.
