CHROs and CEO Transitions

A Leadership Transition That Could Define Your Career

Imagine this: You have spent years shaping the culture of your organisation, building trust with the leadership team, and influencing business strategy. Then, the CEO announces their departure. Overnight, the dynamics shift. A new leader arrives—bringing fresh ideas, a different leadership philosophy, and possibly a new vision for the executive team.

For CHROs, a CEO transition is not just a corporate event—it is a defining moment. It can be an opportunity to strengthen your influence, reinforce the value of HR as a strategic function, and help shape the organisation’s future. Or, if misalignment emerges, it can lead to diminished influence—or even an unexpected career pivot.

At ChapmanCG, we frequently observe how CEO transitions reshape the executive landscape. While some CHROs successfully reposition themselves as indispensable strategic advisors, others find themselves sidelined as new leadership teams take shape. The difference often lies in how early and effectively CHROs establish their influence during these transitions.

Why CEO Transitions are a Defining Moment for CHROs

CEO turnover is a fundamental reality of business. Studies suggest that up to 50% of new CEOs struggle or fail within their first 18 months, often due to cultural misalignment, strategic disconnects, or leadership conflicts (Harvard Business Review, Leadership IQ).

CHROs sit at the intersection of culture, leadership, and organisational strategy, making them uniquely positioned to drive stability during turbulent times. However, at ChapmanCG, we often see CHROs facing three key challenges when a new CEO arrives:

• New CEOs often bring their own leadership teams, including CHROs they have worked with before.
• If HR is not seen as a driver of business outcomes, the function may be deprioritised in the new leadership agenda.
• Cultural misalignment between the CEO and CHRO can create uncertainty, disengagement, and leadership turnover.

In short, CHROs who do not actively shape executive transitions risk being sidelined.

Leading with Influence: How CHROs Can Navigate CEO Transitions

Rather than waiting to see how a new CEO’s priorities unfold, the most successful CHROs take ownership of their role in transitions.

• Build Trust Quickly – The first 90 days of a CEO’s tenure are critical. CHROs should initiate open, strategic conversations to align on leadership philosophy, culture, and talent strategy.
• Be the Architect of Leadership Continuity – Instead of merely reacting to change, CHROs must lead the executive transition process, ensuring leadership alignment, talent retention, and cultural stability.
• Position HR as a Business Driver – A CHRO’s influence is strongest when HR is seen as a strategic enabler of business success, not just a functional department.
• Stay Visible in the Market – Even if you are fully committed to your organisation, maintaining external connections with Boards, executive search firms, and industry peers ensures you remain informed, prepared, and future-ready.

A Personal Note to CHROs: Your Career, Your Influence, Your Future

At ChapmanCG, our work with CHROs globally has shown us one clear truth: those who actively shape leadership transitions don’t just protect their careers—they elevate them.

CEO transitions create uncertainty, but they also present opportunities to influence, innovate, and elevate your role. The CHROs who thrive are those who engage early, align strategically, and remain future-focused.

So, a gentle but firm reminder: Do not wait for a leadership transition to assess your own career trajectory. Stay engaged. Stay visible. Stay ahead. Because the next defining moment in your career may arise when you least expect it.