Should CHRO and CTO roles merge?

Thanks to HRBench for powering this episode. To find out more about the company building the future of people intelligence, reach out to book a demo at hrbench.com/directionallycorrect !

Check out this episode of the #1 people analytics podcast with special guest, Jennifer Wilson, Partner and Global Co-Head, HR Officers Practice at Heidrick & Struggles!

In this wide-ranging and deeply practical conversation, Cole Napper sits down with Jennifer Wilson to unpack how the role of the Chief Human Resources Officer is evolving in real time—and why the expectations for HR leadership have never been higher. Jennifer shares her unconventional path into executive search, describing how her early career in consulting and global work across Hong Kong and the US shaped her perspective on leadership, organizational design, and the human side of business transformation. What emerges is a clear view of executive search not just as recruiting, but as a front-row seat to how leadership itself is changing. A major theme throughout the discussion is the rapid expansion of the CHRO role. Drawing on research from Heidrick & Struggles, Jennifer explains how the number of required capabilities for CHROs has nearly doubled over the past decade, reflecting the growing complexity of the job. Today’s CHRO is no longer an administrative leader but a strategic enterprise partner expected to connect business strategy with people strategy, advise CEOs directly, and lead through ambiguity. The conversation highlights how skills like AI enablement, workforce planning, succession strategy, and organizational design are becoming essential, alongside enduring traits like empathy, judgment, and high emotional intelligence. The discussion goes deep on AI’s impact, particularly the idea of an “AI-native CHRO.” Jennifer is candid that such profiles are still rare, with most leaders only having partial exposure to AI-driven transformation. Rather than searching for perfect technical expertise, organizations are prioritizing curiosity, adaptability, and the ability to lead change. This reflects a broader shift: the future of HR leadership is less about mastering every domain and more about integrating across them. Cole and Jennifer also explore career pathways into the CHRO role, including the limitations of traditional HR development models. They discuss why many leaders lack the breadth of experience required and why moving from a number two role into the top job is such a significant leap. People analytics emerges as a particularly interesting lens—while it offers a unique enterprise-wide perspective, Jennifer notes that it cannot be the sole foundation for a future CHRO. Exposure to business leadership, operational accountability, and direct advisory experience remains critical. The conversation also demystifies executive search, clarifying a common misconception: search firms work for companies, not candidates. While building relationships can help, relying solely on headhunters is not a viable career strategy. This insight grounds the discussion in reality, emphasizing the importance of proactive career management. In the latter part of the episode, the conversation broadens to hiring practices, assessment tools, and the growing intersection between HR and technology. Jennifer pushes back on the idea of merging CHRO and CTO roles, arguing instead for stronger collaboration rather than unrealistic “unicorn” expectations. The future, she suggests, will depend on how effectively leaders integrate human and technical systems to drive organizational success. Throughout, Jennifer paints a compelling picture of the ideal HR leader for the future: engaging, empathetic, data-driven, agile, and capable of navigating constant change. It’s a vision that challenges both current leaders and aspiring ones to rethink how they build skills, gain experience, and lead in an increasingly complex world. If you like this episode, you’d also love exploring prior episodes—visit colenapper.com for the full archive and show links.