EY has published its CHRO 2030 research, interviewing 160+ executives across 15 sectors and 26 countries. The signal is unmistakable: the HR function is at an inflection point, and the leaders who get this right will shape the next decade of business
The numbers tell the story 👇
🔹 85% of executives say a strategic HR function will be critical to business success over the next five years
🔹 89% say their HR function will need to change to meet evolving talent and business needs
🔹 Only 32% of employers currently have a real talent advantage
🔹 The global talent shortage is projected to exceed 85 million people by 2030
So what does the CHRO of 2030 actually look like? Three core identities 🎯
1️⃣ Business operator, running HR like a business, delivering more value at lower cost, owning workforce cost, planning, structures, and succession
2️⃣ Technology transformer, leading the intersection of people and technology, deploying GenAI, advanced analytics, RPA, and AR/VR across the full HR value chain (from sourcing and screening to career pathing and total rewards)
3️⃣ Talent authority, redefining what talent means, treating skills as the new currency, and closing the employee experience gap that most organisations still ignore
And the HRBP role is being rewritten in real time 💡
From quality-focused and risk-averse ➡️ to risk-tolerant, digitally fluent, and experimenting with AI daily
From programme administrator ➡️ to leadership coach and business advisor
From measuring attrition ➡️ to measuring decision speed, talent density, and development velocity
Here is the uncomfortable truth for HR leaders and CEOs reading this 🚨
The CHRO seat is becoming one of the most consequential in the C-suite. But only for those willing to lead a real transformation, not defend the status quo of the last decade
The winners will not be the CHROs with the best policies. They will be the ones who operate HR like a business, deploy AI with intent, and turn talent into genuine competitive advantage
📌 Question for CHROs, CEOs and Boards:
If your HR function looked exactly the same in 2030 as it does today, would that be a sign of stability, or of strategic drift?
The next five years will separate the two
But don't take my word for it, take it from a CHRO client of mine:
"I have greatly appreciated having an independent coach outside of my organisation to really work through crucial issues and do this in a non-judgmental way. Navid has a structured approach and a real flair for coaching balancing business, care and sensitivity and providing me with space to step back and deeply reflect through his questions, insights, and playback. I truly appreciate that, and his flexibility to understand what I needed in the moment”
#CHRO2030 #FutureOfHR #ExecutiveTransitions #Leadership #TransitionIQ
About Navid Nazemian
Ranked as the world’s #1 Executive Coach by CEO Today for the third year running, I partner with senior leaders to navigate complexity, accelerate performance, and lead through critical transitions. Over the past two decades, I’ve supported hundreds of executives in overcoming unproductive thinking and solving their most complex leadership challenges—helping their organizations build world-class cultures and create lasting value.
If you’d like to reflect on a leadership challenge, an upcoming transition, or how I might support you, you’re very welcome to reply directly to this email.
You can also:
1. Connect with me on LinkedIn for additional leadership insights
2. Explore my international best-selling book "Mastering Executive Transitions: The Definitive Guide" described by Dr. Marshall Goldsmith as “THE ultimate guide to executive transitions to help leaders achieve their highest potential”
3. Enrol in my newly launched e-Learning programme Mastering Leadership Transitions - my transition methodology in a self-paced format for leaders at every level
4. Work with me on a per-session basis via EveryExpert - a flexible alternative to a full coaching engagement, starting with a complimentary 15-minute Chemistry Call
What's Next? More insights on leadership, transitions, and executive effectiveness are coming your way next week. I’d genuinely value your perspective—feel free to share your reflections by replying to this email. I read every response.
Navid
