By Maggie Mancini
For organizations to truly succeed, they must be led by strategic thinkers with unshakable focus and determination. The most effective HR leaders leverage their skills and expertise to spearhead workforce transformation, build community partnerships, and drive business success. The 2025 CHRO of the Year finalists exemplify these key leadership qualities, enabling growth and supporting their workforces through periods of uncertainty. Find out more about the HR executives who are leading their organizations into the future below. The winners will be announced at the 12th annual CHRO of the Year Awards Gala on May 1st in San Antonio.
Dr. Archana ArcotChief People OfficerUnifi Aviation
Since joining Unifi Aviation in 2021, Dr. Archana Arcot has led the organization through a period of significant operational challenges. As chief people officer, she’s focused on attracting diverse talent, stabilizing staffing levels, and enhancing the frontline employee experience by leveraging technology, career growth, and financial wellness initiatives. Under her leadership, Unifi’s frontline workforce has expanded from 18,000 to 40,000 employees. This growth was driven by a talent strategy centered on three core pillars: esteem, equilibrium, and employability. By streamlining the candidate experience and investing in skills development for existing employees, Dr. Arcot has created a culture of sustainability.
Emily Barron Chief People Officer Basis Technologies
As part of a focus on enhancing employee flexibility, Emily Barron, chief people officer at Basis Technologies, has implemented a “Flex Friday” policy, giving employees a half-day of flex time each week. Under her leadership, Basis also launched lifestyle spending accounts, which rewards employees with $175 quarterly for fitness, pet insurance, and professional development expenses. Barron has spearheaded a variety of policies supporting employees, including 100% paid parental leave for 16 weeks, and financial support for adoption and surrogacy. Barron’s initiatives have resulted in an estimated $5.1 million annual savings in recruitment and training costs, 6.3% voluntary yearly turnover, and a 92% return-to-work rate after parental leave.
Nate BiglerChief People OfficerSt. Luke’s Hospital
Nate Bigler’s work as chief people officer at St. Luke’s Hospital has included an overhaul of the organization’s talent acquisition and recruitment process. Under his leadership, St. Luke’s developed a market brand for talent acquisition, redesigned its careers website, and reconfigured and optimized the company’s ATS. These talent acquisition initiatives increased application volume by 59%, decreased time to apply by 39%, decreased time to fill by 36%, increased nursing hires by 33%, and decreased contract labor by 80%. Bigler’s approach to these initiatives have been both strategic and inclusive, giving St. Luke’s HR team space to innovate.
Garri L. BrownAssistant Vice President and Chief People and Culture OfficerPort of New Orleans
In her time at the Port of New Orleans, Garri L. Brown has established community partnerships to increase the visibility of the maritime transportation industry, connecting with local universities and youth-focused programs to nurture interest in the industry and help foster a pipeline of skilled individuals who can contribute to the organization’s long-term success. She has also led the implementation of HR tools that streamline operations, improve efficiency, and enhance the employee experience, including a new digital employee orientation program. By leveraging data-driven insights and engaging with employees regularly, Brown has enhanced organizational performance..
Gary Burrus, Ph.D., SHRM-CP, THRPExecutive Officer of Human Resources Choctaw Nation of Oklahoma
As executive officer of human resources for the Choctaw Nation of Oklahoma, Gary Burrus has spearheaded the implementation of several projects aimed at improving the employee experience. One of note is a talent management architecture that acts as a framework for the tribe and employees to pursue continuous learning while fostering a culture of organizational enablement. The program prepares employees for their current role, provides skills development for future roles, and empowers employees to pursue work they are passionate about. Burrus’ work has helped improve engagement by 11%, reduce turnover by 8%, and save the organization $5 million year-over-year in turnover costs.
Logan CarmichaelChief People and Culture OfficerPittsburgh Wate
As the chief people and culture officer for Pittsburgh Water, Logan Carmichael has established HR as a strategic partner for the organization’s long-term goals. This work has led him to build connections with local organizations to offer job shadowing opportunities, providing participants with hands-on experience, career path advice, and education on water science, stormwater management, and environmental stewardship. Under his leadership, Pittsburgh Water has improved the diversity of its applicants, reduced vacancies, enhanced professional development, and reduced turnover.
Kenneth H. CeaserChief People and Culture OfficerMothers Against Drunk Driving (MADD)
Kenneth H. Ceaser, chief people and culture officer for Mothers Against Drunk Driving (MADD), has transformed the company’s people and culture strategy into a cornerstone of the organization’s success. Under his leadership, MADD has developed a three-year DEI initiative, creating a safe workplace while strengthening community partnerships through employee resource groups and a DEI council that provides a platform for employees to promote equity and belonging. Ceaser has introduced career pathing frameworks to empower employees to see clear growth opportunities, directly contributing to internal promotions. These initiatives have resulted in measurable progress in recruiting and retaining employees from underrepresented groups.