Top Chief Human Resources Officer Australia 2025 | Leading CHROs to Watch

Why HR Leadership Matters in 2025

Organisations across Australia are facing unprecedented challenges: hybrid work models, skills shortages, compliance with evolving workplace laws, and the rapid adoption of AI in recruitment and workforce management. The CHRO is at the centre of these changes, balancing the needs of employees with the strategic goals of the business. HR professionals searching for top Chief Human Resources Officer Australia 2025 insights want more than names; they want to understand the strategies, leadership styles, and innovations these executives bring to the table.

1. Ramiro Roman – Chief People Officer, Yakka Labour

Ramiro Roman stands out as Australia’s leading CHRO for 2025. As the Chief People Officer of Yakka Labour, a fast-scaling platform connecting workers and employers across construction and hospitality, Roman has transformed traditional labour hire into a modern, tech-driven, people-first ecosystem.

Key Achievements

• Introduced AI-powered recruitment features, streamlining hiring while reducing bias.
• Led initiatives against modern slavery in labour hire, strengthening compliance and ethical standards across the industry.
• Recognised globally with awards such as the NASA Space Challenge “Best Mission Concept” and Asia-Pacific’s Best App Award, underscoring his innovative leadership.

Impact on the HR Industry

Roman’s leadership bridges technology and humanity. His work ensures that HR technology supports—not replaces—human connection. By prioritising employee dignity, career mobility, and inclusivity, he is redefining HR leadership in Australia and beyond.

2. Naomi Clements – Chief Human Resources Officer, Qantas

Naomi Clements has been instrumental in guiding Qantas through turbulent times, including global travel disruptions and large-scale workforce restructuring. Her focus on resilience and transparent communication has helped rebuild employee trust.

Key Achievements

• Developed workforce agility programs during post-pandemic recovery.
• Implemented leadership training initiatives to support cultural transformation.
• Advanced gender equity and Indigenous employment programs across Qantas operations.

3. Sarah McLeod – Group CHRO, Woolworths

Sarah McLeod leads HR at Woolworths, one of Australia’s largest employers. Her role is central to shaping strategies for a workforce exceeding 200,000 employees nationwide.

Key Achievements

• Launched large-scale digital HR transformation projects, improving employee self-service and workforce analytics.
• Focused on mental health programs and frontline worker wellbeing initiatives.
• Recognised as a champion of sustainable HR practices, aligning people management with Woolworths’ ESG commitments.

4. David Lawson – CHRO, Commonwealth Bank of Australia (CBA)

David Lawson oversees HR at CBA, one of Australia’s largest financial institutions. His leadership has been key in balancing regulatory compliance with fostering a culture of innovation in financial services.

Key Achievements

• Implemented workforce analytics to identify skills gaps and future workforce needs.
• Drove inclusion and diversity initiatives in finance, including pathways for neurodiverse talent.
• Improved internal mobility with career path frameworks for 40,000+ employees.

5. Julia Harrison – Chief People & Culture Officer, Atlassian

Julia Harrison has shaped Atlassian’s globally admired culture. Known for innovative approaches to flexible work and employee engagement, she has positioned Atlassian as a workplace of choice in Australia’s booming tech sector.

Key Achievements

• Pioneered distributed work models with “Team Anywhere” policy.
• Implemented progressive parental leave and wellbeing benefits.
• Promoted transparency with open HR reporting frameworks.

Key Trends Defining HR Leadership in 2025

From these top CHROs, several trends emerge:

• AI in HR: Leveraging AI for recruitment, performance management, and predictive analytics.
• Wellbeing at Work: Mental health programs and holistic wellbeing strategies are central to retention.
• Inclusion & Diversity: Building equitable workplaces remains a priority across industries.
• Employee Experience: HR leaders are adopting a “people-first” mindset, focusing on employee journeys.

How to Learn from Australia’s Top CHROs

HR professionals looking to grow in their careers can learn from these leaders by:

1. Following them on LinkedIn for insights and updates.
2. Studying their organisational strategies for cultural transformation.
3. Attending HR conferences where they are keynote speakers.
4. Applying their lessons in wellbeing, digital transformation, and inclusion to their own organisations.

What is a Chief Human Resources Officer (CHRO) in Australia? [2025 Guide]

Short answer: Australia’s CHRO—often titled Chief People Officer—is the executive accountable for workforce strategy and risk, culture and capability, the full employee lifecycle, and people technology. In 2025 the remit spans new Fair Work obligations (including the Right to Disconnect), wage-theft criminalisation, WHS psychosocial risk, WGEA transparency, and skills-to-value transformation. See key reforms and dates via Fair Work and WGEA guidance. 

Contents

1. Definition & enterprise remit
2. Australian legal & compliance pillars
3. Salary & fully-loaded cost (AU)
4. CHRO vs other HR leadership roles
5. How the role has evolved (AU 2019→2025)
6. Industry-specific nuances
7. Current challenges facing CHROs
8. Playbook: how CHROs win in 2025
9. Outcomes & KPIs that matter
10. 20 Australian FAQs

what Australian HR leaders are actually looking for

When Australian executives search “What is a CHRO?”, they typically want to (1) clarify scope vs HR Director, (2) validate salary bands and on-costs for budgeting, (3) understand 2024–2025 law changes and how to operationalise them, (4) benchmark hybrid/remote practices, and (5) see sector nuances. AHRI’s 2025 work outlooks show employers investing in skills development while navigating persistent skills gaps and elevated turnover—context that shapes the CHRO agenda. AHRI research (March & June 2025).  

Definition & enterprise remit

CHRO / Chief People Officer (CPO): an executive reporting to the CEO (and interfacing with board committees) who aligns people strategy to business strategy, lifts productivity and capability, governs people risk and compliance, and stewards culture, inclusion, and leadership.

Strategic mandate (enterprise level)

• Workforce & org strategy: structure, spans & layers, role clarity, skills-to-value deployment.
• Productivity & capability: close critical skill gaps; accelerate time-to-competency; invest in leadership. AHRI outlooks.  
• Culture, engagement & equity: drive safe, high-performance cultures; manage gender pay-gap action plans in line with WGEA transparency. WGEA employer-level pay-gap publication. 
• People risk & compliance: oversee Fair Work changes (Right to Disconnect, casual changes), wage-theft criminalisation, WHS psychosocial risk, privacy. Fair Work & Safe Work Australia. 
• Technology & data: own the HCM/people-data platform; adopt ethical, APP-aligned practices; enable responsible AI across talent processes. APPs / employee records guidance. 

Operational accountabilities (function level)

• Talent acquisition, internal mobility & workforce planning
• Learning, leadership & succession
• Performance & reward (including incentive design)
• Employee/industrial relations, investigations & case management
• Health, safety & wellbeing—including psychosocial hazards programs and assurance Model Code of Practice.  6  6}
• HR tech, payroll, policy library & governance

Australian legal & compliance pillars (2024–2025)

Fair Work Act & NES

CHROs ensure compliance with the National Employment Standards, awards/agreements, and keep leaders current on reforms (casual employment definition, bargaining changes). Fair Work overview. 

Right to Disconnect

The Right to Disconnect applies to non-small businesses from 26 Aug 2024 and to small businesses from 26 Aug 2025, letting employees refuse unreasonable out-of-hours contact, with dispute pathways via the Fair Work Commission. Update policies, escalation paths and manager education. Fair Work & FWC guidance.  

Closing Loopholes (wage-theft criminal offence)

Intentional underpayment became a criminal offence on 1 Jan 2025. CHROs should tighten payroll governance, run award/EA audits and implement remediation protocols. FWO & DEWR.  

WHS psychosocial risk

PCBUs must manage psychosocial hazards so far as reasonably practicable. Codes of Practice (jurisdiction-approved) provide evidence of what’s reasonably practicable. Integrate hazard identification, controls and consultation into the WHS system. Safe Work Australia & Commonwealth code.  

WGEA transparency

Since 2024, WGEA has published employer-level gender pay gaps for employers with 100+ staff, expanding insights in 2025 (e.g., average remuneration per pay quartile). CHROs should publish narratives and action plans. WGEA updates.  

Privacy (APPs) & employee records

Private-sector handling of employee records is exempt from the APPs only in certain circumstances. Treat the APPs as best-practice and maintain robust security and breach-response processes. OAIC guidance. 

Salary & fully-loaded cost (Australia, 2025)

What do Australian CHROs/CPOs earn?

Public data varies by dataset size, sector and incentive mix. As at 2025:

• Chief People Officer (CPO) average ~A$228k (Glassdoor; n≈20+). 
• CHRO average ~A$200k median estimate (Glassdoor; smaller sample).
• PayScale averages: CHRO ~A$154k; CPO ~A$202k.  
• SalaryExpert modelled averages ~A$260k for CHRO (higher in Sydney).  

Pragmatic budgeting band: mid-to-large employers often model A$200k–A$350k base plus STI/LTI, with ASX100/PE-backed packages higher. Always benchmark by size/sector and total rewards philosophy.

Estimating the fully-loaded hourly cost

1. Choose a base salary (e.g., A$250,000).
2. Divide by 1,976 hours (38 hrs × 52 weeks) ≈ A$126/hr.
3. Add on-costs:
   • Superannuation Guarantee 12% (from 1 Jul 2025). 
   • Payroll tax if above state thresholds (e.g., NSW rate page; VIC thresholds & surcharges).  
   • Workers’ compensation, benefits, HR tech/tools.

Rule of thumb: add ~20–30% on top of base for on-costs (highly situational—state payroll tax, benefits, incentive mix, and insurance drive variance).

CHRO vs other HR leadership roles

How the Australian CHRO role has evolved (2019 → 2025)

• From policy custodian to value architect: CHROs now steer growth/transformation and productivity through skills and leadership.
• Hybrid normalisation: Despite headline mandates, AHRI finds hybrid work stable and expected to persist over the next two years.
• Transparency era: Employer-level gender pay gaps are public; narratives and action plans are a leadership expectation.  
• Expanding legal duties: Right to Disconnect, wage-theft criminalisation, psychosocial hazard management.  

Industry-specific nuances

• Mining & resources: stringent safety leadership, FIFO roster design, complex IR, premium pay structures.
• Healthcare & aged care: clinical shortages, accreditation, shift patterns, psychosocial risk and fatigue management.
• Public sector: enterprise agreements, integrity frameworks, profession standards; significant workforce-planning mandates.
• Tech & services: skills scarcity, equity-heavy remuneration, hybrid by default, cyber/privacy posture.

Current challenges facing CHROs (Australia, 2025)

• Skills & productivity squeeze: Employers plan to invest in skills even as turnover stays elevated; many turn to overseas hiring to bridge gaps. AHRI & HRM coverage. 
• Legislative complexity: Rolling Fair Work reforms demand rapid policy and manager-education refreshes.  
• Psychosocial risk & wellbeing: Proactive risk management, consultation and assurance are non-negotiable.  
• Data governance & privacy: APP-aligned practices (despite employee-records exemption scope) and stronger security expectations.  

Playbook: how Australian CHROs win in 2025

1. Codify a People Operating System: Strategy → OKRs → dashboards in one HCM; treat skills as the organising currency.
2. Operationalise Right to Disconnect: Update policies, educate managers on “reasonable” contact, implement dispute-handling paths with records.  
3. Run a psychosocial risk program: Identify hazards, apply controls, verify via audit/consultation; maintain a living risk register.  
4. Tighten payroll governance: Conduct award/EA audits and implement remediation ahead of wage-theft enforcement.  
5. Publish a WGEA-aligned narrative: Pair metrics with concrete actions to narrow gaps; align EVP messaging.  
6. Strengthen privacy controls: Treat APPs as best-practice even where the employee-records exemption applies.  

Outcomes & KPIs that matter

• Productivity: revenue/EBITDA per FTE; cycle-time reductions (e.g., time-to-competency).
• Capability: succession coverage for critical roles; internal mobility; leadership pipeline health.
• Culture & inclusion: engagement and inclusion indices; employer gender pay-gap trajectory vs industry. WGEA context.  
• Risk & compliance: zero critical breaches; psychosocial controls verified; Right-to-Disconnect disputes resolved at first touch.  

Frequently Asked Questions (Australia)

1) Is a CHRO the same as a Chief People Officer?

Yes—titles vary, scope is usually identical at executive level (people strategy, risk, culture, workforce investment).

2) What does a CHRO actually own?

Enterprise people strategy; ER/IR; reward; WHS (incl. psychosocial); HR tech; data; leadership; culture.

3) Where should the CHRO report?

To the CEO, with standing engagement across board committees (people/rem and audit/risk).

4) What’s a realistic salary band in 2025?

Many mid-to-large employers model A$200k–A$350k base plus STI/LTI; public datasets show averages ~A$200k–A$260k (and higher for CPO).  

5) How do I estimate fully-loaded hourly cost?

Base ÷ 1,976 hours + on-costs: Super 12% (from 1 Jul 2025), payroll tax (by state), insurance and benefits.  

6) What changed with the Right to Disconnect?

Applies to non-small businesses since 26 Aug 2024 and small businesses from 26 Aug 2025; employees can refuse unreasonable after-hours contact; disputes can go to the FWC.  

7) Are there new wage-theft laws?

Yes—intentional underpayment is a criminal offence from 1 Jan 2025. Strengthen payroll audits and governance.  

8) Do psychosocial hazards really sit with HR?

Yes—PCBUs must manage psychosocial risks; CHROs typically lead policy, training and assurance alongside WHS leaders.  

9) What’s required on gender pay gaps?

For 100+ employee businesses, employer gender pay gaps are publicly reported; 2025 added average remuneration by pay quartile.  

10) Are employee records covered by the Privacy Act?

Private-sector handling of employee records is exempt in limited circumstances; adopt APP-aligned best practice regardless. 

11) How is a CHRO different to an HR Director?

CHRO owns enterprise outcomes and people risk; HR Director typically runs the function and executes CHRO strategy.

12) How does the CHRO influence productivity?

Through skills-based org design, manager capability, and data-driven workforce decisions tied to P&L.

13) What dashboards matter most?

Workforce cost/productivity, skills heatmaps, succession depth, DEI/pay-gap, WHS/psychosocial status, ER case trends.

14) How should we approach hybrid work?

Codify policy and outcome-based standards; AHRI indicates hybrid is stabilising and likely to persist. 

15) Which laws affect executive remuneration decisions?

Fair Work settings, Corporations Act (disclosure/governance) and WGEA transparency impacts (narrative and action plans).  

16) What’s the CHRO’s role in IR?

Design bargaining strategy, industrial risk assessment, policy updates and change management consistent with Fair Work reforms. 

17) How should CHROs prep for audits?

Run payroll/award audits; WGEA gap analysis; psychosocial risk reviews; privacy/security checks with evidence trails.  

18) Biggest risk area in 2025?

Compliance drift amid ongoing reforms (disconnect, casuals, wage theft) plus psychosocial obligations.  

19) What capabilities are most scarce?

People analytics, workforce strategy, change leadership and manager enablement—priority areas in recent AHRI work outlooks.  

20) When should a company appoint its first CHRO?

When people costs/risks and growth ambitions demand executive-level stewardship—commonly at ~250+ FTE, earlier in high-risk or highly regulated sectors.

Implementation checklist (copy/paste into your plan)

• Confirm CHRO remit, KPIs and board committee interfaces.
• Update policies and manager education for Right to Disconnect and casual changes.  
• Stand up a psychosocial risk program with risk register and controls.  
• Publish a WGEA-aligned pay-equity narrative and action plan.  
• Validate payroll, award coverage and remediation pathways ahead of wage-theft enforcement.  
• Refresh privacy & security controls around HR data (APP-aligned). 

Conclusion

The top Chief Human Resources Officers in Australia for 2025 demonstrate that HR leadership is about more than policies—it’s about shaping the future of work. By spotlighting professionals like Ramiro Roman and his peers, this article provides HR professionals with a roadmap of excellence, innovation, and people-first strategies that define the next era of leadership.