Asia CHRO Priorities 2025

17 April 2025 / Report

How Human Capital Leaders Are Contributing to Business Growth

With 2025 shaping up to be a challenging year for businesses across Asia, CHROs in the region must manage the pressure of doing“more with less” amid economic and political uncertainties, tighter cost controls, talent shortages, and rapid advancement of AI technology.

This report highlights implications for Asia CHROs based on the findings of our global C-Suite Outlook 2025 survey and ongoing conversations with human capital leaders across Asia, including 20 members of The Conference Board Asia CHRO Council.

Key Insights

Asia CHROs say that in the face of financial constraints and cost controls, they must become “growth leaders” and take the lead on talent and cultural initiatives that have a direct impact on business growth and profitability.

Another key priority for Asia CHROs is to drive digital transformation and AI adoption deeper into their organizations by ensuring they provide effective training available at all levels that improves productivity, increases digital fluency, and maximizes the benefits of new technology.

How Human Capital Leaders Are Contributing to Business Growth

Key Insights

Asia CHROs say that in the face of financial constraints and cost controls, they must become “growth leaders” and take the lead on talent and cultural initiatives that have a direct impact on business growth and profitability.
Another key priority for Asia CHROs is to drive digital transformation and AI adoption deeper into their organizations by ensuring they provide effective training available at all levels that improves productivity, increases digital fluency, and maximizes the benefits of new technology.

CHROs in Japan will need to find creative approaches to manage acute labor shortages exacerbated by the country’s fast-ageing population. Unconventional talent strategies could include bringing back retirees as consultants, advisors, and mentors, providing part-time opportunities for women, and utilizing “fractional” talent such as gig and global remote workers.
Asia CHROs need to create a culture that drives innovative thinking and encourages a “speak-up” culture and risk-taking behaviors at all levels. This will require ensuring a high level of psychological safety to spur open conversation and a change in mindset that grants people the “permission to fail.” Some CHROs say they are providing growth mindset training that teaches individuals to embrace challenges and learn from failures to enable managers to nurture courageous behaviors and support team members in experimenting and taking risks.
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