The ambition gap: What the 2024 HR census reveals for female HR leaders

It's so hard to find good data about HR leaders.  Generally, any time we are asked for our opinion, it’s about the businesses we support or the companies we work in.  They never ask about us. They never ask how we are doing. They want to know about HR3.0, how hybrid working is impacting the culture, how AI can reduce costs, and what the skills marketplace will look like. That’s why it’s refreshing to read a bit of research that is BY HR professionals FOR HR professionals.

The 2024 Global Human Resources Census (published by Marc Effron and The Talent Strategy Group) compiles responses from 650 global HR leaders. 60% of them had 16+ years of experience in HR, so this is a fairly senior bunch. The data gives some pretty compelling insights into how HR professionals are approaching their careers these days, with some notable differences between men and women in leadership positions. For senior female HR leaders who are feeling stuck in their HR careers, these findings offer some valuable context and potential strategies for advancement.

The Shifting Landscape of Work-Life Balance

The census shows a meaningful downward shift in HR leaders' willingness to sacrifice personal life for professional success. There is an 8% increase in those unwilling to make such sacrifices since 2019. This shift, likely catalyzed by the global pandemic, suggests a broader re-evaluation of work-life priorities across the industry.

What about you? Are you part of the ~47% of respondents who are not willing to sacrifice their personal life for professional success? Or, are you part of the 57% of respondents who are willing to sacrifice their personal life for professional success? Are you missing your son’s violin recital so you can join the global townhall? Only you know the answer.

The Gender Divide in HR Leadership

Surprisingly (to me!) overall engagement levels remain strong at 70%. This seems like a very high engagement score for a function that is constantly undervalued, underfunded and underappreciated, but I digress. Interestingly, the census exposes several notable differences between male and female HR leaders:

• Career ambition: 55% of male respondents aspire to become CHROs, compared to 43% of female respondents. The CEO ambition gap is similar: 8% for men versus 3% for women.

  
  

• Sacrifice willingness: 62% of men reported willingness to sacrifice personal pursuits for career advancement, compared to 47% of women.

  
  

• Engagement levels: 29% of men described themselves as "extremely engaged," versus 19% of women.

  
  

• Motivation Difference Women more frequently cited "balancing the needs of employees and the company" (74% vs. 62%) while men more frequently prioritized "helping the company be financially successful" (55% vs. 43%) as their motivation for joining HR.

62% of men reported willingness to sacrifice personal pursuits for career advancement, compared to 47% of women.

Breaking Through the Barriers

So what does all of this mean? The survey results aren’t necessarily advocating for a massive step change in the behavior of HR leaders. But for senior female HR leaders feeling stuck in their careers, there are a few takeaways to consider.

• Articulate business impact

  As we already know, explicitly connecting HR initiatives to financial outcomes may have a positive impact on recognition and advancement opportunities. Demonstrating quantifiable business impact alongside employee advocacy can potentially strengthen your leadership positioning.

  
  

• Beyond HR

  With 62% of male respondents reporting experience outside HR compared to 51% of women, cross-functional experience appears advantageous for advancement. Seeking rotational assignments or projects in adjacent business areas may broaden your perspective and credibility. I’ve seen HR leaders rotate in IT, Marketing, or in COO / Chief of Staff roles.

  
  

• Define success on your terms

  Identify, acknowledge and leverage your distinctive strengths as an HR leader. And know your own definition of success. Becoming a CHRO may not be your ambition. Regardless, you bring a unique and valuable perspective to your role. Be clear on what that is.

  
  

The “I AM my job” attitude is fading away. You no longer have to accept a wholesale sacrifice of work-life balance or suffer through career stagnation.

Interestingly, the shifting attitudes toward sacrifice revealed in the census suggest an evolving point of view by HR leaders. The “I AM my job” attitude is fading away. You no longer have to accept a wholesale sacrifice of work-life balance or suffer through career stagnation. For female HR leaders feeling stuck, the census offers a chance to strategically position themselves for advancement while maintaining the unique perspective and priorities that distinguish their leadership approach.

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I work with female senior leaders in Human Resources who feel stuck to help them love their work or find work they love. I write about:

👂 Executive & career coaching

📄 Career development and career transition

🎯 Job search strategy

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