How to hire a Chief Human Resources Officer (CHRO)

A Chief Human Resources Officer is one of the most important roles in any company.

With responsibility for a firm’s entire HR strategy (including employee engagement, company culture and DEI), selecting the right candidate for the role can be a challenge. In this article we explore the qualifications needed for the role and the process for choosing the best person for the job.

Why the CHRO matters more than ever

The Chief Human Resources Officer plays a pivotal role in shaping organisational culture, driving engagement and psychological safety and aligning people strategy with business goals. In today’s landscape, where hybrid work, digital transformation and employee expectations are shifting rapidly, the CHRO is more than a functional leader. They are a strategic partner to the C-suite.

From managing human capital and improving retention to leading change management initiatives, the CHRO ensures the organisation remains agile and resilient. Their influence spans across the HR department, impacting everything from employee wellbeing to compliance and ethical practices.

Defining the role and your hiring needs

Before launching the hiring process, it’s essential to define what success looks like in your organisation. This means identifying the leadership talent that aligns with your values, complements your C-suite and supports your long-term business goals.

A strong job description should go beyond technical skills. It should highlight soft skills like communication, empathy and adaptability, as well as cultural fit. Whether you’re in private equity, healthcare or another sector, the right CHRO will be instrumental in building a top-tier leadership team.

Sourcing the best talent

Filling a CHRO role requires more than posting a job ad. While internal promotions and professional networks can help you find the ideal candidate, C-level appointments usually demand a more strategic approach. This is where partnering with a specialised HR executive search firm can make a measurable difference.

Experienced executive recruiters bring deep industry knowledge, access to passive talent and a refined search process tailored to leadership roles. A recruitment agency with a proven track record in strategic HR and talent acquisition can help you identify candidates who not only meet the technical requirements but also align with your culture and long-term business goals. They will also know how to identify candidates who are passively looking for a next step in their career.

For high-impact roles like CHRO, working with headhunters who have a deep understanding of the nuances of the HR function offers a competitive advantage, ensuring your leadership team is equipped to drive transformation and deliver lasting value.

The interview and selection process

Once you’ve built a shortlist, the interview process should assess both technical expertise and leadership style. Ask candidates to share examples of how they’ve led talent acquisition strategies, improved retention or navigated complex change management scenarios.

Incorporate structured assessments to evaluate decision-making, emotional intelligence and cultural fit. Include a diverse panel of stakeholders such as the Chief Executive Officer (CEO), Chief Financial Officer (CFO), Chief Operating Officer (COO) and relevant board members (NED).

Making the final decision

Choosing a CHRO is a high-stakes decision. Conduct thorough reference checks that go beyond verifying employment history. Speak with former colleagues and direct reports to understand the candidate’s leadership style and impact.

A collaborative, evidence-based approach reduces the risk of a hiring misstep and increases the likelihood of selecting a Chief People Officer (CPO) who will drive long-term value.

Onboarding your new CHRO for long-term success

A structured onboarding plan helps your new CHRO build credibility and deliver impact quickly. Consider the following phases:

Pre-start

• Share a welcome pack with strategic plans, HR metrics and organisational charts
• Provide access to systems and introduce key stakeholders

First 30 days

• Schedule meetings with the C-suite and HR team
• Immerse the CHRO in your culture through onboarding sessions and informal meet-and-greets

First 60 days

• Conduct a full review of HR policies, DEI initiatives and compliance frameworks
• Identify quick wins to build momentum

First 90 days and beyond

• Develop a strategic roadmap aligned with business goals
• Present early insights to the board
• Begin implementing long-term initiatives such as succession planning and employee experience programmes

Final thoughts

Whether you’re a growing business or a global enterprise, hiring the right CHRO is critical. With the right recruitment services, a clear understanding of your hiring needs and a focus on strategic alignment, you can secure a Chief People Officer who will elevate your organisation and deliver lasting impact.