Chief HR officers · the role
What does a CHRO do?
The short answer · updated
CHRO stands for chief human resources officer: the most senior people executive in a company. A CHRO sets the people strategy and owns how the company hires, pays, develops, organises and keeps its workforce, within employment law. The CHRO usually reports to the chief executive and often advises the board on executive pay and culture.
What is a CHRO? The CHRO meaning
CHRO stands for chief human resources officer. The CHRO is the executive in charge of HR across the whole company, and sits in the senior team alongside the chief executive, the finance lead and the heads of the other functions.
The “chief” in the title matters. A CHRO is expected to shape the company’s direction through its people, not only to run HR processes: how the organisation is structured, how it rewards performance, which capabilities it builds, and what culture it keeps.
The CIPD Profession Map sets the standard for the people profession: expert in people, in work and in change. The CHRO is the person accountable for all three at the top of the company.
What a CHRO is responsible for
The remit differs between companies, because it depends on the size of the workforce and what the chief executive expects of the role. The common core is below.
- People strategy. Turning the business plan into a plan for the workforce: the skills, roles and leaders it will need.
- Organisation design. Structures, reporting lines and roles as the company grows or changes.
- Talent. Hiring, succession, leadership development and performance management.
- Reward. Pay structures, bonuses, benefits and, in larger companies, executive pay.
- Culture and engagement. How people are treated, how they are heard, and whether they stay.
- Employee relations. Policies, disciplinary and grievance procedures, and relations with unions or employee representatives.
- Compliance. Employment law, pay reporting and people data.
- Change. Restructures, redundancies, mergers and the people side of any major programme.
Who a CHRO reports to, and the law a CHRO answers for
A CHRO usually reports to the chief executive. In a larger company the CHRO also works closely with the board’s remuneration committee. The CIPD notes that remuneration committees govern executive pay under the UK Corporate Governance Code, whose sections include remuneration; the CHRO often prepares the committee’s papers and advice.
Much of the CHRO’s work is regulated. The Acas Code of Practice on disciplinary and grievance procedures is the minimum an employer should follow, and a tribunal takes it into account. Employers above a set headcount must report their gender pay gap each year. Large redundancy programmes require collective consultation with unions or employee representatives.
The law is changing. The Employment Rights Act 2025 became law in December 2025, with changes arriving through 2026 and 2027. Keeping the company’s policies, contracts and managers ready for each one sits with the CHRO.
CHRO vs chief people officer vs HR director
A CHRO and a chief people officer (CPO) are usually the same job with a different name. Companies that prefer “people” to “human resources” use chief people officer; the remit, the seniority and the reporting line are normally the same.
An HR director runs the HR function and its plan, and is often the most senior HR leader in a mid-sized company. In a larger company, HR directors may lead a division or a specialism and report to the CHRO. See our fractional and interim HR director page, and our HR director recruitment page for the permanent search.
Titles vary between companies, so compare the remit, the reporting line and whether the role sits in the executive team. Organisation design, reward and succession at the top are the usual marks of a CHRO rather than an HR director.
Fractional, interim and permanent CHROs
A permanent CHRO is employed full-time with no fixed end date. It suits a company with a large or complex workforce. Our CHRO headhunter page covers the permanent search.
An interim CHRO works full-time for a fixed period: a restructure, a merger, a culture programme, or cover while the permanent search runs. See how to hire an interim CHRO.
A fractional CHRO works part of the week. It suits a growing company that needs a senior people leader to set strategy and build the HR function but cannot yet justify a full-time CHRO. See how to hire a fractional CHRO.
A fractional or interim CHRO working through their own company may fall within the off-payroll working rules (IR35). Status turns on how the engagement runs in practice, and a medium or large client makes the determination. Our IR35 guide sets out the tests.
What a CHRO earns
CHRO pay depends on the size of the workforce, the sector, the complexity of the change in hand and whether the role sits in the executive team. A permanent CHRO costs a salary plus employer costs, benefits and often a bonus. An interim or fractional CHRO is usually paid a day rate for the days worked.
We do not publish a pay band here. Our CHRO salary page sets out CHRO pay and fractional day rates, and our HR director salary page covers the HR director, each figure with its source. We set out pay or day rate for every candidate on the shortlist.
How to hire a CHRO
Start by writing down what the CHRO will own: the people strategy, the HR team, reward, and the change the company faces next. Agree it with the chief executive, and with the remuneration committee chair if there is one, before the search.
Then choose the form: permanent, interim, part-time or fractional. Test every candidate on your own people problem, not only in interview. Chartered CIPD membership marks an experienced people professional with strategic and operational expertise, though it is not a requirement at this level.
We recruit fractional, interim, part-time, temporary and permanent executives, and non-executive directors. For a CHRO brief we send a shortlist of 3–5, each with pay or day rate, availability and IR35 position set out, after our five-stage vetting. To hire a CHRO for part of the week, see our fractional CHRO page; for a permanent appointment, see our CHRO headhunter page.
Questions people ask
What does CHRO stand for?
CHRO stands for chief human resources officer, the most senior HR executive in a company. The CHRO leads the people strategy, reward, talent and employee relations, and usually reports to the chief executive.
Is a CHRO the same as a chief people officer?
Usually, yes. Chief people officer is a newer name for the same job. The remit, seniority and reporting line are normally the same; compare the job description rather than the title.
What is the difference between a CHRO and an HR director?
Scope and seniority. A CHRO leads people strategy across the company and sits in the executive team; an HR director usually runs the HR function and its plan. See how to hire an HR director.
What qualifications does a CHRO need?
None is required by law. Most CHROs have long HR leadership experience, and many hold Chartered CIPD membership, the CIPD’s grade for experienced people professionals with strategic and operational expertise.
Does every company need a CHRO?
No. Many companies run well with an HR director or head of people. A CHRO becomes useful when the workforce is large, change is constant, or executive pay needs board-level advice. A fractional CHRO gives that seniority for part of the week.
How much does it cost to hire a CHRO?
It depends on whether the role is permanent, interim or fractional, and on the size of the workforce. Our CHRO salary and HR director salary pages set out sourced figures. We set out pay or day rate for every candidate on the shortlist.
How do I hire a CHRO?
Agree the remit and the change ahead with the chief executive, choose between permanent, interim, part-time and fractional, and test every candidate on your own people problem. Our fractional CHRO page sets out the process; we send a shortlist of 3–5, each with pay or day rate, availability and IR35 position set out.
