The global hunt for CHRO talent in financial services: Overcoming challenges in cross-border searches

In today’s financial services landscape, where transformation is constant and trust is paramount, the Chief Human Resources Officer (CHRO) has become a cornerstone of enterprise leadership. No longer confined to HR operations and/or HR advisory, the CHRO now plays a pivotal role in shaping culture, driving strategic change, and enabling business resilience across global markets.

Yet, as the expectations of the CHRO role expand, so too does the complexity of finding the right leader. Especially when the search typically spans multiple locations, numerous cultures, and complex regulatory environments.

This article explores the unique challenges of identifying and appointing CHROs in financial services on a global scale, and how leading organisations are evolving their approach to meet this critical need.

The CHRO role is being redefined

In financial services, the CHRO is now expected to be a strategic partner to the CEO and the board, accountable for guiding the organisation through digital transformation, regulatory scrutiny, and workforce reinvention. This requires a rare blend of capabilities: commercial insight, cultural fluency, and the ability to lead through ambiguity.

The modern CHRO must be equally comfortable in the boardroom and on the front lines of change. They must understand the nuances of respective international talent markets, anticipate the impact of AI and automation, and build cultures that attract and retain top talent in an increasingly competitive landscape.

This evolution has made the CHRO role one of the most difficult and, arguably, most important executive appointments in the industry – and it is an incredibly exciting time to be in global financial services HR Executive Search!

Financial-services firms must move beyond quick wins and invest in rewiring their organisations, including talent, mindsets, and behaviors in order to achieve lasting productivity gains – ultimately re-wiring the organization

(McKinsey & Co, New York, May 2025)

Cross-border CHRO searches: high complexity, high stakes

Finding a CHRO who can operate effectively across jurisdictions is no small feat. Financial institutions, whether investment banking, asset/investment management, PE, insurance and/or fintech, must navigate a web of challenges, including:

• Regulatory divergence across markets
• Cultural and leadership style differences
• Relocation and integration hurdles
• Limited visibility of high-potential talent in emerging markets

Moreover, many of the most capable CHRO candidates are not actively seeking new roles. They are deeply embedded in their organisations, often fully committed to leading transformation agendas of their own and tied in compensation-wise. To succeed, firms must adopt a more strategic, globally attuned approach to CHRO succession and search.

What defines a world-class CHRO in Financial Services?

To thrive in today’s fast-paced environment, organisations must empower leaders who can navigate constant change and reimagine work, workforce, and workplace dynamics.

Deloitte Europe, HC Trends report April 2025

The most effective CHROs in this sector bring a distinctive mix of experience and mindset.  Key attributes include:

• Strategic influence: Ability to shape enterprise direction through talent, culture, and leadership
• Global agility: Experience leading across multiple geographies, with sensitivity to local context and governance, enabling local leadership
• Regulatory acumen: Deep understanding of compliance, conduct, and reputational risk in highly regulated environments
• Digital fluency: Comfort with data, analytics, and emerging technologies that are reshaping the workforce
• Boardroom credibility: Trusted advisor to the CEO and board, with the ability to challenge and influence at the highest levels

These leaders are not defined by geography – they are defined by their ability to lead through complexity and deliver impact at scale.

Rethinking the CHRO search strategy

The global search for CHRO talent in financial services is not just a hiring challenge, it’s a strategic imperative. As the role continues to evolve, organisations must be willing to look beyond borders, beyond industries, and beyond conventional profiles.

The CHRO of the future will be a global operator, a cultural architect, and a business strategist. They may be based in a different time zone, speak multiple languages, or come from a non-traditional background, perhaps with commercial experience in the business. They will bring the vision and capability to lead through change.

The question is not whether you can find them. It’s whether you’re looking in the right places and whether your organisation is ready to compete for them.

Charlotte Matthew

Managing Director | Global Head of Financial Services | Head of Southeast Asia

„Our global financial services executive search practice continues to go from strength to strength, delivering record-breaking results across multiple international markets in the first half of 2025. Increasingly, our clients are adopting a candidate-centric approach, partnering with our globally integrated teams to access top-tier HR talent across two to three key international hubs in parallel, typically aligned with their regional headquarters. We’ve also seen a significant rise in international relocations at CHRO/MD level, particularly for global roles, as organisations recalibrate their leadership structures in the post-COVID era.“

How Frazer Jones can help you build your HR leadership team globally!

At Frazer Jones, we combine international scale with local insight. We have long-established and industry-aligned specialist HR executive search teams across Singapore, Hong Kong, Australia, North America, the UK, Europe and the Middle East, consisting of 100+ HR search consultants globally. Global hiring requires more than just reach – it demands deep, on-the-ground knowledge of local markets and access to talent networks that span borders.  Our consultants understand the nuances of each market – from salary expectations and employment law to cultural fit and leadership expectations – and we are particularly well-equipped to support companies leading global MNCs as well as groups expanding into new geographies. Our international teams work closely with internal stakeholders and business partners to ensure every hire supports your broader talent strategy and aligns with your company culture and business objectives, leveraging our network of 252,000+ HR leaders.

If you are looking to hire a Group CHRO or build out your global HR leadership team, please reach out to Charlotte Matthew and/or our global Frazer Jones team.

Charlotte and the global financial services HR executive search team also host global and regional f2f and regional CHRO and HR Lead roundtables and events. Reach out if you wish to be included in future events and/or receive communications such as industry newsletters and thought-leadership pieces.