{"id":173589,"date":"2026-05-20T17:22:00","date_gmt":"2026-05-20T17:22:00","guid":{"rendered":"https:\/\/www.frazerjones.com\/?p=173589"},"modified":"2026-05-22T08:07:17","modified_gmt":"2026-05-22T08:07:17","slug":"from-chro-to-the-boardroom-why-hr-leaders-make-exceptional-non-executive-directors","status":"publish","type":"post","link":"https:\/\/www.frazerjones.com\/nl\/career-advice\/career-progression\/from-chro-to-the-boardroom-why-hr-leaders-make-exceptional-non-executive-directors\/","title":{"rendered":"From CHRO to the boardroom: why HR leaders make exceptional Non-Executive Directors"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull is-layout-constrained wp-container-core-group-is-layout-713dfe14 wp-block-group-is-layout-constrained\" style=\"margin-top:0\">\n<div class=\"wp-block-columns single-post__columns is-layout-flex wp-container-core-columns-is-layout-93c0e259 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column single-post__columns__column--nav is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:25%\">\n<div class=\"wp-block-group single-post__sidebar single-post__sidebar--sticky is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-top:0\">\n<h2 class=\"wp-block-heading is-style-eyebrow-no-border\" id=\"h-contents\" style=\"margin-bottom:var(--wp--preset--spacing--x-small);padding-right:var(--wp--preset--spacing--small);padding-left:var(--wp--preset--spacing--small)\">Contents<\/h2>\n\n\n\n<div class=\"wp-block-group has-border-color has-brand-1-20-border-color is-layout-constrained wp-container-core-group-is-layout-b6979932 wp-block-group-is-layout-constrained\" style=\"border-width:2px;border-top-left-radius:0.83rem;border-top-right-radius:0.83rem;border-bottom-left-radius:0.83rem;border-bottom-right-radius:0.83rem;padding-top:var(--wp--preset--spacing--small);padding-right:var(--wp--preset--spacing--small);padding-bottom:var(--wp--preset--spacing--small);padding-left:var(--wp--preset--spacing--small)\">\n<div class=\"wp-block-yoast-seo-table-of-contents yoast-table-of-contents\"><ul><li><a href=\"#h-contents\" data-level=\"2\">Contents<\/a><\/li><li><a href=\"#h-about-carmen-wee\" data-level=\"2\">About Carmen Wee<\/a><\/li><li><a href=\"#h-from-chro-to-the-boardroom\" data-level=\"2\">From CHRO to the boardroom<\/a><\/li><li><a href=\"#h-why-do-hr-leaders-make-exceptional-non-executive-directors\" data-level=\"2\">Why do HR leaders make exceptional Non-Executive Directors?<\/a><\/li><li><a href=\"#h-transitioning-from-operator-to-governor\" data-level=\"2\">Transitioning from operator to governor<\/a><\/li><li><a href=\"#h-barriers-and-misconceptions\" data-level=\"2\">Barriers and misconceptions<\/a><\/li><li><a href=\"#h-building-board-readiness\" data-level=\"2\">Building board readiness<\/a><\/li><li><a href=\"#h-the-future-of-boards-and-governance\" data-level=\"2\">The future of boards and governance<\/a><\/li><li><a href=\"#h-will-human-capital-become-a-core-board-agenda-topic\" data-level=\"2\">Will human capital become a core board agenda topic?<\/a><\/li><li><a href=\"#h-how-frazer-jones-can-help-you-secure-your-new-non-executive-director-position\" data-level=\"2\">How Frazer Jones can help you secure your new Non-Executive Director position<\/a><\/li><\/ul><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group single-post__share-desktop is-layout-constrained wp-container-core-group-is-layout-287cde01 wp-block-group-is-layout-constrained block-visibility-hide-medium-screen block-visibility-hide-small-screen\" style=\"margin-top:var(--wp--preset--spacing--x-large);padding-top:0;padding-right:var(--wp--preset--spacing--small);padding-bottom:0;padding-left:var(--wp--preset--spacing--small)\">\n<h3 class=\"wp-block-heading is-style-eyebrow-no-border\" id=\"h-share\">Share<\/h3>\n\n\n\t<ul class=\"wp-block-social-links has-normal-icon-size is-style-branded\">\n\t\t\t\t\t<li class=\"wp-block-social-links__item wp-social-link wp-social-link-facebook\">\n\t\t\t\t<a href=\"https:\/\/www.facebook.com\/sharer\/sharer.php?u=https%3A%2F%2Fwww.frazerjones.com%2Fnl%2Fcareer-advice%2Fcareer-progression%2Ffrom-chro-to-the-boardroom-why-hr-leaders-make-exceptional-non-executive-directors%2F\" target=\"_blank\" rel=\"noopener noreferrer\" aria-label=\"Share on Facebook\">\n\t\t\t\t\t<svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewBox=\"0 0 24 24\" aria-hidden=\"true\" focusable=\"false\"><path d=\"M12 2C6.5 2 2 6.5 2 12c0 5 3.7 9.1 8.4 9.9v-7H7.9V12h2.5V9.8c0-2.5 1.5-3.9 3.8-3.9 1.1 0 2.2.2 2.2.2v2.5h-1.3c-1.2 0-1.6.8-1.6 1.6V12h2.8l-.4 2.9h-2.3v7C18.3 21.1 22 17 22 12c0-5.5-4.5-10-10-10z\"\/><\/svg>\t\t\t\t\t<span class=\"wp-block-social-links__item-label screen-reader-text\">Share on Facebook<\/span>\n\t\t\t\t<\/a>\n\t\t\t<\/li>\n\t\t\t\t\t<li class=\"wp-block-social-links__item wp-social-link wp-social-link-x\">\n\t\t\t\t<a href=\"https:\/\/twitter.com\/intent\/tweet?url=https%3A%2F%2Fwww.frazerjones.com%2Fnl%2Fcareer-advice%2Fcareer-progression%2Ffrom-chro-to-the-boardroom-why-hr-leaders-make-exceptional-non-executive-directors%2F&#038;text=From%20CHRO%20to%20the%20boardroom%3A%20why%20HR%20leaders%20make%20exceptional%20Non-Executive%20Directors\" target=\"_blank\" rel=\"noopener noreferrer\" aria-label=\"Share on X\">\n\t\t\t\t\t<svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewBox=\"0 0 24 24\" aria-hidden=\"true\" focusable=\"false\"><path d=\"M13.982 10.622 20.54 3h-1.554l-5.693 6.618L8.745 3H3.5l6.876 10.007L3.5 21h1.554l6.012-6.989L15.868 21h5.245l-7.131-10.378Zm-2.128 2.474-.697-.997-5.543-7.93H8l4.474 6.4.697.996 5.815 8.332h-2.387l-4.745-6.801Z\"\/><\/svg>\t\t\t\t\t<span class=\"wp-block-social-links__item-label screen-reader-text\">Share on X<\/span>\n\t\t\t\t<\/a>\n\t\t\t<\/li>\n\t\t\t\t\t<li class=\"wp-block-social-links__item wp-social-link wp-social-link-linkedin\">\n\t\t\t\t<a href=\"https:\/\/www.linkedin.com\/sharing\/share-offsite\/?url=https%3A%2F%2Fwww.frazerjones.com%2Fnl%2Fcareer-advice%2Fcareer-progression%2Ffrom-chro-to-the-boardroom-why-hr-leaders-make-exceptional-non-executive-directors%2F\" target=\"_blank\" rel=\"noopener noreferrer\" aria-label=\"Share on LinkedIn\">\n\t\t\t\t\t<svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewBox=\"0 0 24 24\" aria-hidden=\"true\" focusable=\"false\"><path d=\"M19.7 3H4.3A1.3 1.3 0 003 4.3v15.4A1.3 1.3 0 004.3 21h15.4a1.3 1.3 0 001.3-1.3V4.3A1.3 1.3 0 0019.7 3zM8.339 18.338H5.667v-8.59h2.672v8.59zM7.004 8.574a1.548 1.548 0 11-.002-3.096 1.548 1.548 0 01.002 3.096zm11.335 9.764H15.67v-4.177c0-.996-.017-2.277-1.387-2.277-1.389 0-1.601 1.086-1.601 2.206v4.248h-2.667v-8.59h2.559v1.174h.037c.356-.675 1.227-1.387 2.526-1.387 2.703 0 3.203 1.779 3.203 4.092v4.711z\"\/><\/svg>\t\t\t\t\t<span class=\"wp-block-social-links__item-label screen-reader-text\">Share on LinkedIn<\/span>\n\t\t\t\t<\/a>\n\t\t\t<\/li>\n\t\t\t<\/ul>\n\t<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column toc-scope single-post__columns__column--content is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:50%\">\n<div class=\"wp-block-group has-white-color has-brand-1-background-color has-text-color has-background has-link-color wp-elements-0049fd0eb7205be683b3ee85d1d67fcc is-layout-constrained wp-block-group-is-layout-constrained\">\n<h2 class=\"wp-block-heading is-style-eyebrow\" id=\"h-about-carmen-wee\">About Carmen Wee<\/h2>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-a56dcf5d wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:33.33%\">\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"683\" height=\"1024\" src=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2026\/05\/3e8dd3f8-87cd-49c6-a534-58c59d5c0a3f-683x1024.jpg\" alt=\"\" class=\"wp-image-173590\" srcset=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2026\/05\/3e8dd3f8-87cd-49c6-a534-58c59d5c0a3f-683x1024.jpg 683w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2026\/05\/3e8dd3f8-87cd-49c6-a534-58c59d5c0a3f-200x300.jpg 200w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2026\/05\/3e8dd3f8-87cd-49c6-a534-58c59d5c0a3f-768x1152.jpg 768w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2026\/05\/3e8dd3f8-87cd-49c6-a534-58c59d5c0a3f-1024x1536.jpg 1024w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2026\/05\/3e8dd3f8-87cd-49c6-a534-58c59d5c0a3f-1365x2048.jpg 1365w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2026\/05\/3e8dd3f8-87cd-49c6-a534-58c59d5c0a3f.jpg 1500w\" sizes=\"(max-width: 683px) 100vw, 683px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<p class=\"wp-block-paragraph\">Carmen Wee is the Founder and CEO of&nbsp;Carmen Wee &amp; Associates, an HR advisory services firm.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">An accomplished Global CHRO with over 25 years of international business experience, Carmen has driven large-scale business transformation and change management within fast-growing organisations undergoing complex mergers and acquisitions. <\/p>\n<\/div>\n<\/div>\n\n\n\n<p class=\"wp-block-paragraph\">She has led large, multicultural teams globally, coached senior business leaders, built high-performing organisations, and influenced stakeholders across diverse business ecosystems.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">She is the author of two books:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><em>From The Kampung To The Boardroom: My Leadership Journey<\/em><\/li>\n\n\n\n<li><em>Board Vibes, Lessons From My Journey<\/em>&nbsp;(published February 2025)<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">An experienced Board Member spanning commercial organisations, government, academia and public institutions across Singapore, the United States and the United Kingdom, Carmen has served as Compensation Committee Chair and as a member of Audit &amp; Risk, Finance and People Committees.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Over the past decade, she has contributed significantly to transforming the HR ecosystem and building professional capabilities. In recognition of her contributions, she was conferred the&nbsp;Pioneer IHRP Master Professional&nbsp;status by Singapore\u2019s Ministry of Manpower.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Carmen holds degrees from the National University of Singapore and Regent University (US) and is a&nbsp;Senior Accredited Director&nbsp;with the Singapore Institute of Directors.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-brand-2-40-background-color has-background is-layout-constrained wp-block-group-is-layout-constrained\">\n<h3 class=\"wp-block-heading is-style-eyebrow-no-border\" id=\"h-key-insights\">Key insights<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>CHROs bring a vital people lens, linking talent and culture to business performance<\/li>\n\n\n\n<li>Human capital is now a board-level risk, needing data-driven oversight<\/li>\n\n\n\n<li>CHRO skills already align well with governance and board work<\/li>\n\n\n\n<li>Boards are shifting toward specialist expertise, increasing demand for HR leaders<\/li>\n\n\n\n<li>CHROs must show commercial and financial impact to overcome outdated perceptions<\/li>\n<\/ul>\n<\/div>\n\n\n\n<p class=\"wp-block-paragraph\">At <a href=\"https:\/\/www.frazerjones.com\/\">Frazer Jones<\/a>, we partner with executives and HR leaders across the globe, helping organisations navigate an increasingly complex people landscape. Earlier this month, <a href=\"https:\/\/www.frazerjones.com\/consultants\/sean-tong\/\">Sean Tong<\/a>, Head of Asia Pacific, spoke with Carmen Wee to discuss why HR leaders make exceptional Non-Executive Directors.<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-sr-black-color has-text-color has-link-color wp-elements-11a3175a2c25216a71d41bf4b0d91fe9\" id=\"h-from-chro-to-the-boardroom\">From CHRO to the boardroom<\/h2>\n\n\n\n<p class=\"has-brand-1-color has-text-color has-link-color wp-elements-d082ce9746af5f25f9aaf2ff426b60c2 wp-block-paragraph\"><strong>Sean<\/strong>: <strong>What first sparked your interest in serving on boards?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Carmen:<\/strong> 12 years ago, I was chatting with my ex-boss on our post- retirement plans, and he broached the topic of exploring serving on boards. At that time, I had an intention not to work in a full -time corporate role forever as it was not sustainable to work such long hours, with the constant travelling and immense pressures.&nbsp;<\/p>\n\n\n\n<p class=\"has-brand-1-color has-text-color has-link-color wp-elements-563447adf2a67845839f30f5a92c8409 wp-block-paragraph\"><strong>Sean<\/strong>: <strong>At what point did you recognise that CHRO experience translates strongly into governance?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Carmen:<\/strong> HR has always had a strong governance role at the executive level by ensuring that our organizations are well-run and complied with the manpower legislations. In addition, ensuring that we provided our employees with the best employer value proposition to grow their skills and careers have always been the key priorities.&nbsp;<\/p>\n\n\n\n<p class=\"has-brand-1-color has-text-color has-link-color wp-elements-4edc24d4bc488288fad09b24c6a84149 wp-block-paragraph\"><strong>Sean<\/strong>: <strong>How did your executive career prepare you for board responsibilities?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Carmen: <\/strong>After going through the Singapore Institute of Directors\u2019 (SID) Listed Entity Directors\u2019 program, I realized I could play a role in the people committees on Boards, given my professional experience. It was an extension of my professional persona, albeit with new areas like audit and enterprise governance.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">My executive career had provided opportunities to interact and to present before Boards. So, I was familiar with the types of Board questions for my function and the cadence of Board meetings.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-why-do-hr-leaders-make-exceptional-non-executive-directors\">Why do HR leaders make exceptional Non-Executive Directors?<\/h2>\n\n\n\n<p class=\"has-brand-1-color has-text-color has-link-color wp-elements-23c40e3351aedd80c12215218e0a48c1 wp-block-paragraph\"><strong>Sean<\/strong>: <strong>What unique perspectives do CHROs bring to boards today?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Carmen:<\/strong> Our expertise is in workforce dynamics and how it could determine the direction and its impact on the business. Talent risks are not reflected fairly in the balance sheet of a business. A CHRO Board member can determine, challenge and unpack the totality of this dimension at the Board level.<\/p>\n\n\n\n<p class=\"has-brand-1-color has-text-color has-link-color wp-elements-48af7ec159f39d54ab6126b95298eed2 wp-block-paragraph\"><strong>Sean<\/strong>: <strong>How do culture, leadership and talent risks show up differently at board level?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Carmen:<\/strong> Currently, in a lot of Boards, people matters can be rather superficial and based on subjective opinions. The need for data-driven people decisions at the Board level, with the same degree of rigour for financial discussions, is long overdue. Topics like culture, leadership and talent risks can be measurable leading indicators that predict the direction of the business. There is a need to move beyond &#8216;employee engagement&#8217; to discuss how culture, leadership, workforce&nbsp;capabilities and talent risks sync with business strategies to produce the outcomes in the short and long term.&nbsp;<\/p>\n\n\n\n<p class=\"has-brand-1-color has-text-color has-link-color wp-elements-182437e826ee2d102892931df279a4d7 wp-block-paragraph\"><strong>Sean<\/strong>: <strong>Why do you believe boards increasingly need human capital expertise?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Carmen: <\/strong>Just as the CFO provides the financial forecast, the CHRO Board member knows how to challenge the executive team to provide a forward-thinking workforce forecast. Put and developed together, with the CFO\u2019s financial view, provides a more accurate business forecast.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Key stakeholders are increasingly putting pressure on the CEOs to unlock and create more value by challenging the strategies and assumptions of the business. The know-how to unlock this value rests in a CHRO Board member who is very comfortable discussing and challenging the executive team to do precisely that using data and experience, borne out of an understanding the operating context.&nbsp;<\/p>\n\n\n\n<p class=\"has-brand-1-color has-text-color has-link-color wp-elements-a152e14416cd0fe9b5cdb0ce878c32f7 wp-block-paragraph\"><strong>Sean<\/strong>: <strong>In what ways can CHROs influence enterprise strategy beyond the HR function?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Carmen: <\/strong>The CHRO can influence the enterprise strategy by having knowledge and understanding of the business ecosystem. They can double-hat and hold a business role or demonstrate a deep understanding of the commercial drivers of the business.&nbsp;<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"has-large-font-size wp-block-paragraph\">Just as the CFO provides the financial forecast, the CHRO Board member knows how to challenge the executive team to provide a forward-thinking workforce forecast.<\/p>\n<\/blockquote>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-transitioning-from-operator-to-governor\">Transitioning from operator to governor<\/h2>\n\n\n\n<p class=\"has-brand-1-color has-text-color has-link-color wp-elements-5d0e9d03ba76c9310b192ef4d168c869 wp-block-paragraph\"><strong>Sean<\/strong>: <strong>What surprised you most when you first stepped into a NED role?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Carmen:<\/strong> It was rather seamless and there was less concern with the &#8216;how&#8217; and more on the &#8216;why&#8217; and &#8216;what&#8217; on the agenda topics that needed the Board approval. Decisions could be made quickly and there was less stalemate typically found in executive conversations.&nbsp;<\/p>\n\n\n\n<p class=\"has-brand-1-color has-text-color has-link-color wp-elements-0d1add671d58a23231a0c2b983752ce7 wp-block-paragraph\"><strong>Sean<\/strong>: <strong>How does influence change when you no longer hold executive authority?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Carmen:<\/strong> The key stakeholders at the Board level comprise the Chair, CEO and fellow peers. The influence would be informal and very much a team-sport. Decisions are made based on consensus after some discussion. As we Directors are mostly remote and not involved in the day-to-day operations, the ability to influence the executive team is less \u2018hierarchy driven\u2019 and more a matter of sharing our perspectives. The ability to persuade, convince fellow peers Board members is a matter of skills in communication, negotiation and wisdom in presenting our views.&nbsp;<\/p>\n\n\n\n<p class=\"has-brand-1-color has-text-color has-link-color wp-elements-087892b7b8ef09da37cc1ed9ab641dcc wp-block-paragraph\"><strong>Sean<\/strong>: <strong>What mindset shifts are required moving from management to governance?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Carmen:<\/strong> The mindsets shift for the CHRO involve looking at Board issues with a different lens. From an operator to a strategic enterprise Board leader that looks across the entire business chain to impact outcomes, there are four dimensions.<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>The fiduciary guardian:<\/strong> &nbsp;from an internal functional focus to acting as a guardian of the company, ensuring human capital enables long-term corporate strategy with unwavering commitment to all shareholders&#8217; best interests<\/li>\n\n\n\n<li><strong>The &#8220;People Lens&#8221; Strategist:<\/strong> apply a &#8220;people lens&#8221; to critical business decisions, such as M&amp;As, by identifying &#8220;soft&#8221; risks like toxic culture or talent loss that could lead to &#8220;hard&#8221; financial or reputational damage<\/li>\n\n\n\n<li><strong>Commercial acumen:<\/strong> shift from managing costs to interpreting financial statements to understand how human capital risks affect P&amp;L and market valuation.<\/li>\n\n\n\n<li><strong>Governance politics:<\/strong> move beyond internal office politics to navigate high-stakes Governance Politics involving the CEO\u2019s ego, peer-to-peer board dynamics, and shareholder activists<\/li>\n<\/ol>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-barriers-and-misconceptions\">Barriers and misconceptions<\/h2>\n\n\n\n<p class=\"has-brand-1-color has-text-color has-link-color wp-elements-f173f3690488fe4c68c4325227a6d3f6 wp-block-paragraph\"><strong>Sean<\/strong>: <strong>Why do you think CHROs remain underrepresented on boards globally?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Carmen:<\/strong> There are a few reasons why CHROs remain under-represented.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Sometimes there are limited seats on the Board and priority is given to the auditor, lawyer or banker. Some Boards believe that HR doesn&#8217;t require a permanent representative and relegated to a &#8216;need to know&#8217; basis by asking the CHRO to give an update from time to time. To them this would suffice in terms of understanding the \u2018talent risks\u2019.<\/p>\n\n\n\n<p class=\"has-brand-1-color has-text-color has-link-color wp-elements-1ec0a12831124b82ee2f9f8999759124 wp-block-paragraph\"><strong>Sean<\/strong>: <strong>What misconceptions still exist about HR leaders at governance level?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Carmen:<\/strong> Sometimes, most Boards don&#8217;t have a current view of the pool of Board CHROs who are able to move the business needle through their contemporary HR practice expertise to impact organizational performance.&nbsp;The misconception remains in some quarters that it is still a necessary backroom operational function. And that most CHROS do not make the cut since they don&#8217;t have real business experience.&nbsp;<\/p>\n\n\n\n<p class=\"has-brand-1-color has-text-color has-link-color wp-elements-23e8e4d151719b5c43f361ef747054d9 wp-block-paragraph\"><strong>Sean<\/strong>: <strong>What must CHROs do differently to position themselves for board opportunities?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Carmen: <\/strong>To position themselves for Board opportunities, CHROS could consider the following preparatory steps.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">They could demonstrate the willingness to take on more functional \/business responsibilities that can impact the business and step out of the comfort zone. If they could demonstrate the real business value of their alignment to the strategy, they would be in a better standing.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">More importantly, they need to learn the language of business and step up in their business acumen skills. Once they can connect the dots of governance, financial and business issues with their Human Capital fluency, they would be able to contribute to \u2018value creation\u2019 in the organisations that they serve.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-building-board-readiness\">Building board readiness<\/h2>\n\n\n\n<p class=\"has-brand-1-color has-text-color has-link-color wp-elements-e7324d1989577baf503ca9e51038ed33 wp-block-paragraph\"><strong>Sean<\/strong>: <strong>What experiences should CHROs intentionally seek if they aspire to board roles?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Carmen:<\/strong> They could start with not-for-profit Board roles or HR Committee roles. And they could learn the language of data and AI as these would be non negotiable skills for future-ready Boards.<\/p>\n\n\n\n<p class=\"has-brand-1-color has-text-color has-link-color wp-elements-f9a0b9e0c66987c1c451a716f1d9c471 wp-block-paragraph\"><strong>Sean<\/strong>: <strong>How important are financial acumen and exposure to board committees?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Carmen:<\/strong> Financial and business acumen are vital for one to serve on Boards, especially in public-listed or private commercial Boards. The fiduciary\/governance responsibilities for the Board member are subject to the specific market&nbsp;regulations.&nbsp;Picking up such knowledge in their current jurisdiction would serve the purpose as they make the transition toward Board leadership.<\/p>\n\n\n\n<p class=\"has-brand-1-color has-text-color has-link-color wp-elements-ac77b69a3a5ccbfdb61f8f5a32c246f3 wp-block-paragraph\"><strong>Sean<\/strong>: <strong>What advice would you give to a first-time CHRO pursuing a NED appointment?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Carmen: <\/strong>For CHROs pursuing a NED appointment, I would encourage them to diversify their portfolio so that they are not just a functional leader but have the financial and governance skills to lead the entire enterprise. Giving examples of having led any organization -wide transformation to impact the business would be seen as a plus.&nbsp;Their ability to present an objective and independent view, as is the case, in their current CHRO persona, is an asset.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-the-future-of-boards-and-governance\">The future of boards and governance<\/h2>\n\n\n\n<p class=\"has-brand-1-color has-text-color has-link-color wp-elements-6e9b65656268a2cc027bc4e4206d312d wp-block-paragraph\"><strong>Sean<\/strong>: <strong>How do you see boards evolving over the next decade?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Carmen: <\/strong>Over the next decade, the following are the trends in Board evolution:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&nbsp;<strong>a. From oversight to strategic foresight<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The traditional &#8220;noses-in, fingers-out&#8221; model is under serious pressure. The boardroom is no longer just intended to deliver oversight; it is becoming the hub of strategic foresight<a href=\"https:\/\/www.directorsandboards.com\/articles\/governance\/the-2025-governance-outlook\/\">. Directors surveyed by NACD identified strategy execution (78%) and strategy development (71%) as the two most important areas for improvement<\/a>, reflecting that strategy-making is now far more continuous, responding to more frequent disruptions and growth opportunities.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>b. Composition will shift toward deep expertise<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The generalist director is losing ground<a href=\"https:\/\/www.nacdonline.org\/globalassets\/public-pdfs\/2025-governance-outlook-executive-summary-final.pdf\/?trk=public_post_comment-text\">. More than two-thirds (67%) of NACD survey respondents indicate that their board is more likely to seek out an individual with specific expertise than someone with general business leadership experience when filling the next board seat<\/a>. The share of active or <a href=\"https:\/\/corpgov.law.harvard.edu\/2024\/11\/19\/ceo-succession-practices-in-the-russell-3000-and-sp-500-3\/\">retired CEOs joining S&amp;P 500 boards has dropped 5% over the past decade<\/a>, as the view grows that broad leadership instincts are less universally applicable in a world where value creation is deeply tied to technology, data, and shifting value chains.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>c. AI governance will become a core board responsibility<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Quickly evolving global regulations and AI technologies have challenged companies to ramp up, and implementing a robust ethical framework from the beginning of an AI strategy will keep ethical standards at the forefront, no matter what regulatory changes lie ahead. Boards will need to move from asking management <em>about<\/em> AI to actively governing AI risk, bias, and oversight frameworks, with directors expected to hold genuine AI literacy, not just awareness.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>d. Human capital will graduate to a board-level risk category<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The intersection between new business models and competition for talent is striking, as businesses disrupt their own economic models and operations, the types of skills they seek are shifting fundamentally. Directors will need to ensure their organizations are effectively upskilling workforces while simultaneously competing in a targeted war for talent in digital and data skills. The boards that get ahead of this will treat human capital not as an HR function but as a strategic risk requiring governance-level accountability.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>e. CEO succession will demand far more board time<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Across the globe, boards are spending more time on proactive executive development and holistic CEO succession planning. Companies grappling with internal and external pressures on CEO tenure are recognizing that starting succession planning early reduces risk and increases the odds of smooth, value-supportive CEO transitions. Yet just under 50% of directors indicate they are very confident in their board&#8217;s ability to effectively identify candidates for CEO succession, a striking gap given the stakes.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>f. Board refreshment will accelerate, and become contentious<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.pwc.com\/us\/en\/about-us\/newsroom\/press-releases\/2025-annual-corporate-directors-survey.html\">According to PwC&#8217;s 2025 Annual Corporate Directors Survey, 55% of directors believe at least one board colleague should be replaced<\/a>, the highest proportion recorded in the survey&#8217;s history. This will push boards toward more rigorous, honest self-evaluation processes, with shareholders increasingly scrutinising not just board composition but whether evaluation practices are driving change.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>g. Demographic and workforce shifts will force the agenda<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.talenteverywhere.org\/Mobility-News\/Article\/the-2025-deloitte-global-gen-z-and-millennial-survey-what-young-workers-want-most\">By 2030, 58% of the global workforce will be Millennials or younger.<\/a> As a result, talent, risk, and culture have dominated the board agenda and board and C-suite succession may itself become challenging as experienced directors near retirement without qualified younger talent in the pipeline.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>h. The political and regulatory environment will diverge<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Boards are increasingly tasked with helping companies navigate politically charged or polarising issues, such as DEI and ESG. The decade ahead will see boards in different markets facing genuinely divergent regulatory requirements, making the job of global boards far more complex. A single governance posture will not hold across all jurisdictions.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-will-human-capital-become-a-core-board-agenda-topic\">Will human capital become a core board agenda topic?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Carmen:<\/strong> The next generation of NEDs will need to possess the following capabilities to be relevant to manage the ever-increasing complex operating environment:-<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>a. Digital and AI literacy, not just awareness<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">NEDs will be expected to go beyond asking management to explain AI. They need to understand algorithmic risk, data governance, AI ethics, and the difference between hype and genuine enterprise risk. Implementing a robust ethical framework from the beginning of an AI strategy will keep ethical standards at the forefront, no matter what regulatory changes lie ahead. The NED who cannot interrogate an AI strategy with informed questions will be a liability on any board subcommittee dealing with technology or audit.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>b. Human capital as a strategic risk domain<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Talent management is predicted to become a more prominent skill area by 2030, driven by demographic changes across developed economies \u2014 with <a href=\"https:\/\/www.talenteverywhere.org\/Mobility-News\/Article\/the-2025-deloitte-global-gen-z-and-millennial-survey-what-young-workers-want-most\">58% of respondents identifying it as rising in importance, alongside motivation and self-awareness (47%) and empathy and active listening (46%)<\/a>. For the next-generation NED, this means being able to challenge management on workforce capability, succession depth, culture metrics, and skills obsolescence, not just headcount and staff turnover. Boards currently lack the governance vocabulary and oversight frameworks to hold management accountable on human capital.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>c. Analytical rigour with data fluency<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Future leaders will need to combine analytical rigour with creative problem-solving. By 2030, employers will expect leaders to possess both deep and broad expertise, adopt entrepreneurial thinking, and apply cultural intelligence to ambiguous global challenges. For NEDs specifically, this means being able to read a workforce analytics dashboard, interrogate ESG metrics, and identify when the data management is presenting tells an incomplete story.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>d. Systems thinking and scenario planning<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Many organisations are moving away from traditional long-term planning to a continuous approach to strategic planning, involving frequently exploring and pressure-testing different strategic options across a range of time horizons. The next-generation NED must be comfortable with genuine ambiguity, able to stress-test strategic assumptions rather than simply validate management&#8217;s preferred view.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>e. Cyber and technology risk governance<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">With escalating cyber threats, boards must now act as cyber guardians, approving and funding robust cyber risk frameworks. Cybersecurity governance training helps boards stay prepared, not reactive. NEDs who sit on audit or risk committees particularly will need substantive, not performative, fluency here.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>f. Geopolitical and regulatory intelligence<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">2024 was a significant year for elections across the globe, and voters in many jurisdictions voted for &#8220;change&#8221; candidates, meaningfully increasing the level of political and economic uncertainty, especially for businesses operating in multiple international markets. Next-generation NEDs will need to bring geopolitical literacy and regulatory foresight, understanding how diverging regulatory environments (EU, US, Asia) create asymmetric compliance obligations.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>g. The human edge: constructive challenge and psychological safety<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Despite all the technical demands, the irreducibly human capability remains central. Effective NEDs will practice active listening, know the right time to ask probing questions, and encourage deeper thinking, going beyond the provided materials to seek out information on competitors and new regulations, as well as meeting internal constituents to deepen their understanding of the business. And crucially: effective NEDs won&#8217;t be afraid to ask difficult questions outside their expertise, &nbsp;framing them constructively to encourage discussion and deeper analysis, rather than to criticise.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>h. Lifelong learning as a non-negotiable<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">NEDs will only be successful when they realise they have never truly arrived, they are required to continually invest in their development in the role. The next-generation NED will need to treat continuous professional development not as an add-on but as a core part of how they maintain their licence to challenge.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-how-frazer-jones-can-help-you-secure-your-new-non-executive-director-position\">How Frazer Jones can help you secure your new Non-Executive Director position<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Frazer Jones supports senior HR leaders in securing Non-Executive Director positions by combining deep market insight with an extensive network of board\u2011level contacts. Our specialist consultants work closely with you to refine your board profile, articulate your value proposition, and position your experience in line with what organisations and chairs are seeking. From identifying and accessing exclusive opportunities to advising on governance expectations, interview preparation, and personal branding, Frazer Jones provides tailored guidance throughout the process, helping you stand out and confidently take the next step into a successful NED role.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Please <a href=\"https:\/\/www.frazerjones.com\/consultants\/sean-tong\/\">contact me <\/a>if you would like to know more.<\/p>\n\n\n\n\t\t\t<div class=\"hd-block hd-block-video\">\n\n\t\t\t\t\t\t\t<div class=\"lazyiframe video-wrapper\" data-embedid=\"RcM0pr5ErQ0\" data-embedurl=\"https:\/\/www.youtube.com\/watch?v=RcM0pr5ErQ0\" data-queryparams=\"\" data-thumbnail=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2026\/01\/Midlands-300x169.jpg\" data-srcset=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2026\/01\/Midlands-300x169.jpg 300w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2026\/01\/Midlands-1024x576.jpg 1024w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2026\/01\/Midlands-768x432.jpg 768w\" data-sizes=\"(max-width: 767px) 100vw, 1600px\" data-provider=\"www.youtube.com\" data-providerthumb=\"\" data-video-type=\"watch\" style=\"padding-top: 56.5%\">\n\t\t\t\t<div class=\"play-button\"><\/div>\n\t\t\t<\/div><!-- \/\/ lazyiframe -->\n\t\t\t\n\t\t\t<\/div>\n\n\t\t<\/div>\n\n\n\n<div class=\"wp-block-column single-post__columns__column--related is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:25%\">\n\t<div class=\"hd-block hd-block-people is-style-v2\" id=\"block_6b9aa84d9732aaa3aade6af90b568baf\" data-total=\"1\">\n\n\t\t\n\t\t\t<div class=\"eyebrow-group\">\n\n\t\t\t\t\t\t\t\t\t<h3 class=\"hd-block-job__title is-style-eyebrow eyebrow-group__title\">Author<\/h3>\n\t\t\t\t\t\t\t\t\t\t<div class=\"wp-block-button is-style-arrow eyebrow-group__button\">\n\t\t\t\t\t\t<a class=\"hd-block-people__button button wp-block-button__link eyebrow-group__link\" href=\"#\"><\/a>\n\t\t\t\t\t<\/div>\t\n\t\t\t\t\t\n\t\t\t<\/div>\n\n\t\t\t\n\t\t<div class=\"cards cards--people\">\n\n\t\t\t\n<div class=\"card card--person post-2058 hd_person type-hd_person status-publish has-post-thumbnail hentry hd_person_experience_focus-executive-search hd_person_experience_focus-experienced-hires hd_person_sector-banking-and-financial-services hd_person_sector-consumer-retail-hospitality hd_person_sector-government-and-non-profit hd_person_sector-manufacturing hd_person_sector-pharma-life-sciences hd_person_sector-professional-services hd_person_sector-tech-media-telecoms hd_person_seniority-managing-director hd_person_specialism-hr hd_person_specialism-payroll hd_person_specialism-reward hd_person_location-china hd_person_location-hong-kong hd_person_location-singapore\" id=\"block_6b9aa84d9732aaa3aade6af90b568baf-person-2058\">\n\n\t<div class=\"card--person__inner\">\n\n\t\t\n\t\t\t<figure class=\"card__image-wrapper\">\n\t\t\t\t<a href=\"https:\/\/www.frazerjones.com\/nl\/consultants\/sean-tong\/\"><img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"300\" src=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2021\/01\/Sean-1-300x300.png\" class=\"card__image test\" alt=\"\" sizes=\"(max-width: 600px) 100vw, (max-width: 781px) 50vw, (max-width: 1023px) 40vw, (max-width: 1200px) 25vw, 370px\" srcset=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2021\/01\/Sean-1-300x300.png 300w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2021\/01\/Sean-1-150x150.png 150w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2021\/01\/Sean-1-768x768.png 768w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2021\/01\/Sean-1.png 1000w\" \/><\/a>\t\t\t<\/figure>\n\n\t\t\t\t\t\t<div class=\"card__titles\">\n\t\t\t\t\t\t\t<h2 class=\"card__title\"><a href=\"https:\/\/www.frazerjones.com\/nl\/consultants\/sean-tong\/\">Sean Tong \u5510\u4f2f\u96c4<\/a><\/h2>\n\t\t\t\t\t\t\t\t<h3 class=\"card__subtitle\"><a href=\"https:\/\/www.frazerjones.com\/nl\/consultants\/sean-tong\/\">Managing Director | Head of Asia Pacific<\/a><\/h3>\n\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<div class=\"card__location\">China, Hong Kong, Singapore<\/div>\n\t\t\t\t\t\t<div class=\"card__email\">\n\t\t\t\t<a class=\"card__contact-link card__contact-link--email\" href=\"mailto:seantong@frazerjones.com\">seantong@frazerjones.com<\/a>\n\t\t\t<\/div>\n\t\t\t\t\t\t<div class=\"card__tel\">\n\t\t\t\t<a class=\"card__contact-link card__contact-link--tel\" href=\"tel:+6564200510\">+65 6420 0510<\/a>\n\t\t\t<\/div>\n\t\t\t\t\t\t<div class=\"card__linkedin\">\n\t\t\t\t<a class=\"card__contact-link card__contact-link--linkedin\" target=\"_blank\" href=\"https:\/\/www.linkedin.com\/in\/tongsean\/\">Connect<\/a>\n\t\t\t<\/div>\n\t\t\t\n\t<\/div>\n\n<\/div>\n\n\n\t\t<\/div>\n\n\t<\/div>\n\n\t\n\n\n\t<div class=\"hd-block hd-block-jobs is-style-v2 is-template- alignwide\" id=\"block_7d14ea15d6088bb960317a3918e8204c\" style=\"margin-top:var(--wp--preset--spacing--medium);margin-bottom:0;\">\n\n\t\t\n\t\t\t<div class=\"eyebrow-group\">\n\n\t\t\t\t\t\t\t\t\t<h3 class=\"hd-block-job__title is-style-eyebrow eyebrow-group__title\">Jobs<\/h3>\n\t\t\t\t\t\t\t\t\t\t<div class=\"wp-block-button is-style-arrow eyebrow-group__button\">\n\t\t\t\t\t\t<a class=\"hd-block-jobs__button button wp-block-button__link eyebrow-group__link\" href=\"#\"><\/a>\n\t\t\t\t\t<\/div>\t\n\t\t\t\t\t\n\t\t\t<\/div>\n\n\t\t\t\n\t\t<div class=\"cards cards--jobs\">\n\n\t\t\t\n<div class=\"card card--job post-180102 job_listing type-job_listing status-publish hentry\" id=\"block_7d14ea15d6088bb960317a3918e8204c-job-180102\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.frazerjones.com\/nl\/job\/head-of-hr-apac-md-financial-services-180102\/\">\n\n\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_industry\">Financial services<\/li>\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_contract\">Permanent<\/li>\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_region\">Singapore<\/li>\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_published\">2 dagen geleden geplaatst<\/li>\n\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h4 class=\"card__title\">Head of HR APAC (MD) &#8211; Financial Services<\/h4>\n\t\t\t\t\t\t<div class=\"card__content\">Frazer Jones is delighted to be retained by a leading&#8230;<\/div>\n\t\t\t\n\t\t<ul class=\"meta__list meta-list--icons\">\n\n\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">2 dagen geleden geplaatst<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\n\t\t<p class=\"card__read-more\">Find out more<\/p>\n\n\t<\/a>\n\n<\/div>\n<div class=\"card card--job post-180098 job_listing type-job_listing status-publish hentry\" id=\"block_7d14ea15d6088bb960317a3918e8204c-job-180098\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.frazerjones.com\/nl\/job\/regional-hr-operations-lead-consumer-180098\/\">\n\n\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_industry\">Retail\/e-commerce<\/li>\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_contract\">Permanent<\/li>\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_region\">Singapore<\/li>\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_published\">2 dagen geleden geplaatst<\/li>\n\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h4 class=\"card__title\">Regional HR Operations Lead &#8211; Consumer<\/h4>\n\t\t\t\t\t\t<div class=\"card__content\">Frazer Jones is delighted to be partnering with a leading&#8230;<\/div>\n\t\t\t\n\t\t<ul class=\"meta__list meta-list--icons\">\n\n\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">2 dagen geleden geplaatst<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\n\t\t<p class=\"card__read-more\">Find out more<\/p>\n\n\t<\/a>\n\n<\/div>\n<div class=\"card card--job post-180094 job_listing type-job_listing status-publish hentry\" id=\"block_7d14ea15d6088bb960317a3918e8204c-job-180094\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.frazerjones.com\/nl\/job\/director-ai-ma-exec-comp-change-consulting-180094\/\">\n\n\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_industry\">Professional services<\/li>\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_region\">Singapore<\/li>\n\t\t\t\t\t\t\t\t\t\t<li 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21h5.245l-7.131-10.378Zm-2.128 2.474-.697-.997-5.543-7.93H8l4.474 6.4.697.996 5.815 8.332h-2.387l-4.745-6.801Z\"\/><\/svg>\t\t\t\t\t<span class=\"wp-block-social-links__item-label screen-reader-text\">Share on X<\/span>\n\t\t\t\t<\/a>\n\t\t\t<\/li>\n\t\t\t\t\t<li class=\"wp-block-social-links__item wp-social-link wp-social-link-linkedin\">\n\t\t\t\t<a href=\"https:\/\/www.linkedin.com\/sharing\/share-offsite\/?url=https%3A%2F%2Fwww.frazerjones.com%2Fnl%2Fcareer-advice%2Fcareer-progression%2Ffrom-chro-to-the-boardroom-why-hr-leaders-make-exceptional-non-executive-directors%2F\" target=\"_blank\" rel=\"noopener noreferrer\" aria-label=\"Share on LinkedIn\">\n\t\t\t\t\t<svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewBox=\"0 0 24 24\" aria-hidden=\"true\" focusable=\"false\"><path d=\"M19.7 3H4.3A1.3 1.3 0 003 4.3v15.4A1.3 1.3 0 004.3 21h15.4a1.3 1.3 0 001.3-1.3V4.3A1.3 1.3 0 0019.7 3zM8.339 18.338H5.667v-8.59h2.672v8.59zM7.004 8.574a1.548 1.548 0 11-.002-3.096 1.548 1.548 0 01.002 3.096zm11.335 9.764H15.67v-4.177c0-.996-.017-2.277-1.387-2.277-1.389 0-1.601 1.086-1.601 2.206v4.248h-2.667v-8.59h2.559v1.174h.037c.356-.675 1.227-1.387 2.526-1.387 2.703 0 3.203 1.779 3.203 4.092v4.711z\"\/><\/svg>\t\t\t\t\t<span class=\"wp-block-social-links__item-label screen-reader-text\">Share on LinkedIn<\/span>\n\t\t\t\t<\/a>\n\t\t\t<\/li>\n\t\t\t<\/ul>\n\t<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n\n\n\t<div class=\"hd-block hd-block-posts is-template-grid alignwide\" id=\"block_ba204c79d8963a0b8305ac7c99ce5b1e\">\n\n\t\t\n\t\t\t<div class=\"eyebrow-group\">\n\n\t\t\t\t\t\t\t\t\t<h3 class=\"hd-block-job__title is-style-eyebrow eyebrow-group__title\">Featured content<\/h3>\n\t\t\t\t\t\t\t\t\t\t<div class=\"wp-block-button is-style-arrow eyebrow-group__button\">\n\t\t\t\t\t\t<a class=\"hd-block-posts__button button wp-block-button__link eyebrow-group__link\" href=\"\/resources\">See all<\/a>\n\t\t\t\t\t<\/div>\t\n\t\t\t\t\t\n\t\t\t<\/div>\n\n\t\t\t\n\t\t<div class=\"cards cards--posts\">\n\n\t\t\t\n<div class=\"card card--post post-179806 post type-post status-publish format-standard has-post-thumbnail hentry category-europe category-hr category-market-insight category-us tag-hr tag-recruitment hd_author-nick-croucher\" id=\"block_ba204c79d8963a0b8305ac7c99ce5b1e-job-179806\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.frazerjones.com\/nl\/market-insight\/where-should-hr-leadership-sit-in-a-global-business-how-us-and-european-organisations-are-taking-different-approaches\/\">\n\n\t\t\n\t\t\t<div class=\"card__image-wrapper\">\n\n\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"225\" src=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/02\/Detail_Female-manager-team-discussion-and-company-seminar-in-workshop_GettyImages-1477043858-300x225.jpg\" class=\"card__image\" alt=\"Female manager leading a team discussion\" sizes=\"(max-width: 481px) 100vw, (max-width: 599px) 50vw, (max-width: 1240px) 33vw, 370px\" srcset=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/02\/Detail_Female-manager-team-discussion-and-company-seminar-in-workshop_GettyImages-1477043858-300x225.jpg 300w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/02\/Detail_Female-manager-team-discussion-and-company-seminar-in-workshop_GettyImages-1477043858-1024x768.jpg 1024w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/02\/Detail_Female-manager-team-discussion-and-company-seminar-in-workshop_GettyImages-1477043858-768x576.jpg 768w\" \/>\n\t\t\t<\/div>\n\n\t\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag\"><\/li>\n\t\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h4 class=\"card__title\">Where should HR leadership sit in a global business? How US and European organisations are taking different approaches<\/h4>\n\t\t\t\n\t\t<ul class=\"meta__list\">\n\n\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">juli 8, 2026<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\t\t\t<div class=\"card__content\">Contents Share As organisations expand across markets and regions, the question of where HR leadership should sit is becoming increasingly important. Historically, decisions about the location of senior HR leaders were often influenced by company headquarters or established organisational structures. Today, however, businesses are taking a more strategic approach, aligning HR leadership and broader HR [&hellip;]<\/div>\n\t\t\t\n\t<\/a>\n\n<\/div>\n<div class=\"card card--post post-178770 post type-post status-publish format-standard has-post-thumbnail hentry category-financial-services category-hr category-market-insight tag-financial-services tag-hr hd_author-charlotte-matthew\" id=\"block_ba204c79d8963a0b8305ac7c99ce5b1e-job-178770\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.frazerjones.com\/nl\/market-insight\/global-financial-services-hr-trends\/\">\n\n\t\t\n\t\t\t<div class=\"card__image-wrapper\">\n\n\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"225\" src=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2026\/03\/Unite-Students-cover-2026-300x225.jpg\" class=\"card__image\" alt=\"Glass building\" sizes=\"(max-width: 481px) 100vw, (max-width: 599px) 50vw, (max-width: 1240px) 33vw, 370px\" srcset=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2026\/03\/Unite-Students-cover-2026-300x225.jpg 300w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2026\/03\/Unite-Students-cover-2026-1024x768.jpg 1024w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2026\/03\/Unite-Students-cover-2026-768x576.jpg 768w\" \/>\n\t\t\t<\/div>\n\n\t\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag\"><\/li>\n\t\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h4 class=\"card__title\">Global financial services HR trends: reflections from H1 2026<\/h4>\n\t\t\t\n\t\t<ul class=\"meta__list\">\n\n\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">juli 3, 2026<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\t\t\t<div class=\"card__content\">Contents Share What does it take to lead the people function globally when change is constant and expectations continue to rise? That was the central theme at a recent Frazer Jones roundtable dinner, where a select group of CHROs from leading financial institutions came together to reflect on the first half of 2026. The conversation [&hellip;]<\/div>\n\t\t\t\n\t<\/a>\n\n<\/div>\n<div class=\"card card--post post-177483 post type-post status-publish format-standard has-post-thumbnail hentry category-career-advice category-hr category-market-insight category-us tag-hr tag-recruitment hd_author-jonathan-kirby\" id=\"block_ba204c79d8963a0b8305ac7c99ce5b1e-job-177483\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.frazerjones.com\/nl\/career-advice\/why-hr-middle-managers-are-the-most-overlooked-drivers-of-engagement\/\">\n\n\t\t\n\t\t\t<div class=\"card__image-wrapper\">\n\n\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"225\" src=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/06\/Detail_Leader-sharing-content-on-laptop_shutterstock_2025930416-300x225.jpg\" class=\"card__image\" alt=\"Executive Assistants\" sizes=\"(max-width: 481px) 100vw, (max-width: 599px) 50vw, (max-width: 1240px) 33vw, 370px\" srcset=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/06\/Detail_Leader-sharing-content-on-laptop_shutterstock_2025930416-300x225.jpg 300w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/06\/Detail_Leader-sharing-content-on-laptop_shutterstock_2025930416-768x576.jpg 768w\" \/>\n\t\t\t<\/div>\n\n\t\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag\"><\/li>\n\t\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h4 class=\"card__title\">Why HR middle managers are the most overlooked drivers of engagement\u00a0<\/h4>\n\t\t\t\n\t\t<ul class=\"meta__list\">\n\n\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">juni 16, 2026<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\t\t\t<div class=\"card__content\">Contents Share When organizations talk about employee engagement, attention usually focuses on senior leadership setting the big picture strategy or frontline managers supporting teams in their daily work. Sitting between those two groups are\u00a0HR middle managers, a group that often has the greatest day to day influence on how engagement initiatives are experienced but receives [&hellip;]<\/div>\n\t\t\t\n\t<\/a>\n\n<\/div>\t\t\n\t\t<\/div>\n\n\t\t\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Contents Share About Carmen Wee Carmen Wee is the Founder and CEO of&nbsp;Carmen Wee &amp; Associates, an HR advisory services firm. An accomplished Global CHRO with over 25 years of international business experience, Carmen has driven large-scale business transformation and change management within fast-growing organisations undergoing complex mergers and acquisitions. She has led large, multicultural [&hellip;]<\/p>\n","protected":false},"author":89,"featured_media":169940,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_cn_metabox_post_checkbox_dont_send_once":false,"_cn_metabox_post_checkbox_dont_send_ever":false,"footnotes":""},"categories":[51,57],"tags":[],"hd_author":[816],"class_list":["post-173589","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-career-progression","category-leadership","hd_author-sean-tong"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v25.4 (Yoast SEO v25.4) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>HR leaders make exceptional Non-Executive Directors<\/title>\n<meta name=\"description\" content=\"HR leaders make exceptional Non-Executive Directors\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, 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