Chief Human Resources Officer (CHRO) turnover in Asia remained notably low in Q1 2025, even as the global exit rate recorded at about 2.6% during the same period, according to Russell Reynolds Associates’ Global CHRO Turnover Index.  

The index tracks the appointment and departure of CHROs, the most senior HR executives, across large-listed companies in key markets worldwide. It draws from constituent companies of major stock indices, including the ASX 200 (Australia), Hang Seng (Hong Kong), Nikkei 225 (Japan), STI (Singapore), NSE Nifty 50 (India), as well as leading indices in North America and Europe, to analyse trends in turnover rates, tenure, and the balance of internal versus external appointments, providing a comprehensive view of executive movement at the top of the HR function.

More departures worldwide, especially in tech

Globally, CHRO turnover rose in Q1 2025, with 54 senior HR leaders exiting their roles — a 15% rise from 47 in the same quarter last year, and 32% higher than the six-year Q1 average of 41. Notably, the S&P 500 accounted for over half of these departures, highlighting ongoing volatility across major Western markets, said the report.

The average tenure for outgoing CHROs declined to 4.1 years in Q1 2025, compared to 4.5 years in Q1 2024 and well below the six-year average of 6.1 years. Nearly 19% of CHROs globally exited their roles within two years, signaling rising role complexity and shortened leadership cycles.

The tech industry, in particular, experienced elevated turnover, with 6.2% of companies (13 out of 211) reporting CHRO departures in Q1 2025. This is more than double the global average, underlining the sector’s unique challenges amid rapid innovation and complexity, according to the report.

CHROs in Asia are staying put

In contrast, Asia remained remarkably stable. Turnover rates were flat year-on-year, with Hong Kong, Singapore, and India each reporting zero CHRO exits in both Q1 2025 and Q1 2024. Japan saw just one departure, while Australia recorded six.

Despite the regional stability, Asia continued to rely heavily on external hires for CHRO appointments. In both Q1 2025 and Q1 2024, external candidates accounted for 75% of new appointments in markets where turnover occurred. This contrasts with a global shift toward internal promotions, which rose from 50% in Q1 2024 to 58% in Q1 2025, it said.

Concurrently, there was a notable increase in women CHRO appointments in Q1 2025, accounting for 85% of appointments globally, a trend similarly matched in Asia. “This marks a rise from 74% in Q1 2024, underscoring the growing emphasis on gender diversity at the senior HR level,” the report mentioned.

Michelle Chan Crouse, RRA's Asia lead for consumer packaged goods and Human Resources practices, said: “While CHRO turnover in Asia remains low, we are seeing a clear trend toward appointing external candidates to these critical roles. This shift reflects the rising demand for fresh perspectives and specialised expertise as organisations navigate greater complexity and transformation. Looking ahead, companies will also need to balance this approach with investments in internal leadership development to build resilience and support long-term sustainability in their people strategies.”

The elevated and expanding role of the CHRO is driving global turnover, as organisations rely more heavily on HR leaders to navigate internal restructurings and external disruptions. The modern CHRO is expected to guide enterprise-wide transformations, such as artificial intelligence integration and culture change, making the CEO-CHRO dynamic a cornerstone of executive stability.