Insight from the CEO: CPO Recruitment in the UK – Strategic Guidance for CEOs

Recruiting senior human resources leadership is more critical than ever. In 2024-25, organisations demand Chief People Officers (or equivalent titles such as Chief Human Resources Officer, VP People & Culture) who can shape culture, drive talent strategy, enable transformation, and align people priorities with business objectives. For CEOs, selecting the right CPO is essential to safeguarding performance, engagement, and sustainable growth.

What We Will Cover

1. Market context: vacancy levels in Wales and across the UK
2. Role definition and title variations
3. Key criteria in selecting a high-impact CPO
4. Strategic approach to CPO recruitment

1. Market Context: Vacancies in Wales and the UK

The executive search market for senior HR leadership remains selective. In Wales, CPO or equivalent listings appear infrequently; regional boards and private equity firms may list “Head of People & Culture” or “Director of Talent Strategy” in place of “CPO.” In contrast, in larger UK markets (London, Midlands, South East), the volume of CPO roles has shown a modest uptick over the past 24 months, especially in high-growth, tech, professional services, and regulated sectors. While precise vacancy numbers are proprietary, analysis of senior HR listings indicates that less than 1% of senior HR adverts in Wales carry a CPO title, whereas in the broader UK market, one sees more frequent usage in FTSE, AIM and scale-up environments.

2. Role Definition & Title Variations

Although “Chief People Officer” is increasingly used, alternative titles remain common. These include Chief Human Resources Officer (CHRO), VP People & Culture, or Executive Director of People. The variation is often a function of legacy naming or organisational structure, not of scope. When hiring, it is vital to define the remit precisely, whether the role covers talent acquisition, learning & development, leadership, diversity & inclusion, employee experience, organisational design, or HR operations. Ambiguity in describing the role leads to misalignment later in the process.

3. Key Criteria for a High-Impact CPO

When evaluating candidates for such a critical role, focus on:

• Strategic Acumen & Business Partnership:
  
  The successful candidate must not only lead HR functions but also act as a strategic partner to the CEO and board, translating people strategy into measurable business outcomes.
  
  
• Transformation & Change Leadership:
  
  Experience delivering cultural change, leading digital HR transformations, or embedding new ways of working is increasingly essential.
  
  
• Data Fluency & Analytics Capability:
  
  A modern CPO must leverage workforce analytics, predictive modelling, and HR technologies to drive decisions and interventions.
  
  
• Stakeholder Influence & Communication:
  
  The ability to engage senior leaders, build trust, and articulate people priorities in the boardroom is crucial.
  
  
• Cultural Alignment & Values Fit:
  
  Because people leadership is deeply connected to culture, ensuring the candidate’s values match the organisation’s is often as important as technical competency.

4. Strategic Approach to CPO Recruitment

• Begin with Role Clarity:
  
  Develop a detailed brief that clearly outlines objectives, deliverables, and KPIs expected in the first 12 to 24 months.
  
  
• Benchmark Compensation & Benefits Regionally:
  
  Use regional salary data and pay practices to set competitive packages. Even if Wales may command lower base figures, roles with UK-wide responsibility should align more closely to national norms.
  
  
• Adopt a Multi-Channel Sourcing Strategy:
  
  Given the low volume of public CPO listings, include passive sourcing, executive search, networks, and discreet outreach to senior HR leaders.
  
  
• Include Cultural and Case-Based Assessment:
  
  
  Use scenario-based interviews or leadership simulations to test how candidates would address real organisational challenges.
  
  
• Plan Onboarding and Early Success Metrics:
  
  Establish a robust 90-day plan focused on priority areas such as engagement, leadership alignment, diagnostic reviews, and early value delivery.

Recruiting a Chief People Officer (or equivalent senior HR leader) is a strategic investment in the organisation’s culture, performance, and future. While CPO titles may appear infrequently, especially in more regional markets such as Wales, the demand for transformational HR leadership continues to grow across the UK. CEOs must approach CPO hiring with clarity of role scope, rigorous evaluation criteria, multi-channel sourcing, and strong onboarding. An effective hire will not only lead HR operations but also serve as a strategic partner who can translate people strategy into measurable business impact.

Contact the team today and partner with City Executive Search to appoint a CPO who aligns people strategy with business objectives, enhances culture, and drives sustainable leadership performance.