First-time CHROs dominate appointments in APAC
The turnover rate for Chief Human Resources Officers (CHROs) in the Asia-Pacific region remained below average in 2025, according to the latest analysis from Russell Reynolds Associates (RRA).
The RRA's CHRO Turnover Index revealed that 37 CHROs were appointed in APAC in 2025, up six per cent from a year ago, but below the seven-year average of 43 appointments.
APAC's annual increase was also significantly lower than the 25% global rise in CHRO appointments to 155, according to the analysis.
By market, Australia recorded 18 CHRO appointments in 2025, followed by India with 10.
Japan saw six CHRO appointments, while Hong Kong logged three. Singapore, notably, maintained a zero CHRO turnover rate in 2025 for the second consecutive year.
Michelle Chan Crouse, Managing Director at Russell Reynolds Associates, said that leadership transitions often prompt CEOs to reassess their CHRO partnership.
"As the role expands to support enterprise transformation and culture, alignment and trust at the top become increasingly critical," Crouse said in a statement.
"In many cases, movement in the CHRO role reflects a CEO's desire to strengthen the partnership with someone who brings deeper familiarity with enterprise and cultural transformation."
First-time CHROs dominate appointments
Meanwhile, the analysis also revealed that 65% of the appointed CHROs in APAC were first-timers.
In fact, all of the CHRO appointments in Hong Kong and Japan were first-timers, according to the report.
More than half (51%) of CHRO appointments in APAC were also internal hires.
"Internal CHRO appointments can accelerate both cultural continuity and CEO alignment — but it also increases the importance of deliberate transition support, clear early priorities, and active sponsorship to give first-time CHROs the runway they need to succeed," the Global CHRO Turnover Index read.
The report underscored, however, that external hires are still critical in specific situations.
"External hires remain important in specific contexts, particularly where companies lack the transformation capability internally or require deep industry expertise to deliver change at pace," it read.
