The Evolving Role of Chief People Officers (CPOs) and HR leaders in Workplace Culture
In 2025, HR leaders, from CPOs to HR Directors and beyond, are stepping into a pivotal role as the architects of modern workplace culture. As organisations navigate the challenges of retaining top talent and fostering inclusive environments, the evolving role of chief people officers is driving initiatives that prioritise meaningful support for employees.
This shift is not just about keeping up with trends; it’s about creating workplaces where employees feel supported, valued, and empowered – especially during pivotal life transitions like returning to work after parental leave.
The Role of Chief People Officers (CPOs) in Retention and Culture
The role of Chief People Officers has been to recognise that the key to talent retention lies in meaningful support, particularly for returners transitioning back after parental leave. While many organisations celebrate high return-to-work rates, the bigger question remains: How many of these returners stay beyond the first year?
At the Westminster Insight Strategic Talent Management Conference last November, the spotlight on retention revealed startling statistics. Data from the From Labour Ward to Labour Force report highlighted that 47% of women who feel unsupported after maternity leave, leave their employer within a year. This stark reality underscores a pressing need for change.
Retention isn’t just about having policies in place; it’s about ensuring those policies translate into lived experiences that build loyalty and engagement. It’s time to look beyond the surface and ask:
- What is your retention rate 12 or 24 months after a returner rejoins?
- How are you actively supporting their confidence, wellbeing, and career growth during this period?
Beyond Box-Ticking: Building a Culture of Genuine Support
The days of token gestures and box-ticking exercises are over. Today’s workforce demands a culture of genuine support – one that is intentional, proactive, and inclusive. For returners, this means more than just being welcomed back; it’s about feeling truly valued and empowered to thrive. This is where the role of chief people officers is important to workplace culture.
Here’s what genuine support looks like:
- Tracking Long-Term Retention Results:
Measure the number of returners who stay beyond their initial re-entry period is crucial. Organisations need to dig deeper into the data to understand the real impact of their efforts. - Listening to Returners’ Voices:
Create safe spaces for returners to share their experiences openly. Whether through feedback sessions, surveys, or one-on-one conversations, their insights can help shape better policies and practices. - Empowering Managers:
Managers play a pivotal role in returners’ experiences. Equip them with the training and tools they need to support employees effectively during their transition. Empathy, flexibility, and understanding should become second nature. - Prioritising Wellbeing:
Confidence and mental health matter, especially after a significant life event like parental leave. Demonstrating a commitment to wellbeing through resources, coaching, or peer support groups sends a powerful message that the organization truly cares.
A Call to Action for 2025
The question for organisations and People Leaders in 2025 is clear: How can we better support returners and working parents and carers to build loyalty and long-term engagement?
This isn’t just a nice-to-have initiative; it’s a business imperative. By fostering a supportive environment for returners and parents, the role of Chief People Officers can:
- Strengthen retention rates, reducing costly turnover.
- Build a reputation as an employer of choice for diverse talent.
- Cultivate a culture of trust and inclusion that benefits the entire workforce.
Empowering People Leaders with Actionable Solutions
For People Leaders committed to driving meaningful change, having the right tools and strategies is essential. Resources like parental transition coaching programmes, inclusive leadership training, and thoughtfully designed returner support initiatives aren’t just helpful – they’re transformative. These solutions empower leaders to create environments where employees feel valued, supported, and inspired to thrive.
By investing in these tools, organisations can address the real needs of their workforce, from boosting returner confidence to fostering a culture of belonging and innovation. The result? Stronger retention, greater engagement, and a workplace that stands out for all the right reasons.
Looking Ahead: Shaping the Future of Work
The role of the Chief People Officer in 2025 isn’t just about policies or procedures—it’s about building a legacy. By championing inclusivity, empathy, and innovation, CPOs are laying the groundwork for workplaces that don’t just accommodate life’s transitions but actively celebrate them.
As organisations move forward, the focus must shift from short-term metrics like initial return rates to more impactful measures of success: sustained retention, enhanced employee confidence, and overall wellbeing. These are the hallmarks of a resilient, family-friendly future-ready workplace.
Take the Next Step
If you’re ready to elevate your workplace culture, let us help you turn ideas into action. Contact us today to discover tailored solutions that support returners and working parents, develop inclusive leadership, and create a thriving culture where everyone belongs. Together, we can shape the future of work—one workplace at a time.