The Human Resources CHRO Panel to survey the highest HR levels in companies went into the second round and asked, among other things, the role of HR management in management or the board of directors. 60 CHROs or senior HR managers with other job titles took part. The online survey ran from March 31 to April 27, 2026.
Exactly 50 percent of those surveyed stated that they were part of the management or board of directors as a human resources manager – 48 percent said no. These two groups were confronted with statements about their role. The result: More and more managements are recognizing the strategic value of HR – and CHROs, who are part of the management, are playing a much greater role in shaping corporate strategy today than they did a year ago. But the data also shows that those who are not at the management table still have significantly less influence.
Strategic integration: management level with a clear advantage
At the statement “I am involved in corporate strategic decisions from the very beginning” The well-known effect is evident: 70 percent of CHROs at the management level fully agree with this thesis, compared to only 21 percent of those below the management level.
In autumn 2025, full approval among management members was still at 59 percent – an increase of 11 percentage points. There was no significant development among HR leaders below management from 2025 to 2026.
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Human resources management as a designer of strategies
On the statement “I not only implement management strategies, but I can also help shape them.” A total of 88 percent completely or somewhat agree. At the management level it is even 97 percent – only 3 percent disagree. In autumn 2025, there were still 13 percent of management members who did not agree with this statement, even though they were on the management board themselves. This discrepancy has largely been resolved.
Among CHROs below management, 79 percent agree, 21 percent agree or disagree. In particular, the “strongly disagree” value has deteriorated among the top personnel below management: from 3 to 7 percent.
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Management understands HR – and increasingly so
The statement “The management understands the strategic importance of HR” receives the strongest movement: 55 percent of all respondents now fully agree with it – in autumn 2025 it was still 50 percent of the management members.
At the management level, full agreement is now at 70 percent and that is a big difference, because only 50 percent fully agreed here in 2025. Many were still at limited agreement or partial disagreement. Below management, 41 percent of CHROs strongly agree and another 41 percent somewhat agree. Overall, a little more and largely HR understanding, even if HR is not part of the management.
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HR Management CHRO Panel: The Report
Further results of the survey are:
- Most companies can cover their staffing needs well. But asked about it Recruiting barriers An increasing number (from 28 to 37 percent) name a factor that is difficult to solve.
- When asked about HR areasin which AI already has added value unfolds, a changed picture also emerges. Learning decreases, but another increases – probably also for external reasons.
- The mean and median show a higher one HR budget for 2026 compared to 2025. But the biggest cut in the budget planning affected the human resources department itself.
- The focus of the survey Performance Management delivers performance boosters and killers and shows an inconclusive picture when assessing the performance increase through AI.
The complete report with all results and classifications of CHROs is available exclusively to panel participants and our subscribers.
The next round of surveys will take place in September 2026. Would you like to become part of the CHRO panel? Register now for free and be there!
As head of the online service, Gesine Wagner oversees the digital channels of human resources management and, as an editor, is primarily responsible for the topics of labor law, politics and regulation. She continues to be the contact person for everything that has to do with HR start-ups. She is also responsible for the CHRO Panel.
