Top CHRO Interview Questions for the Restaurant and Hospitality Industry
Introduction
In the restaurant and hospitality industry, a Chief Human Resources Officer holds a pivotal role in shaping culture, driving retention, and building a workforce ready for growth. Selecting the right CHRO requires more than checking qualifications; it calls for carefully crafted interview questions that reveal whether a candidate can meet the unique demands of the sector.
Drawing on decades of executive search expertise and insights, here are essential CHRO interview questions designed to uncover leaders prepared to guide restaurants and hospitality businesses through complex workforce challenges.
1. How have you balanced high-volume hiring with preserving company culture?
What to listen for:
Strong CHRO candidates know how to scale teams quickly without sacrificing core values. Look for examples where hiring surges — whether seasonal or due to expansion — were supported by clear onboarding practices, strong communication, and cultural reinforcement at every level. A thoughtful answer should demonstrate practical methods for maintaining morale and consistency when hundreds or thousands of frontline employees join the team.
2. Describe a workforce transformation you led. What impact did it have on the business?
What to listen for:
Restaurant and hotel groups often face acquisitions, rebrands, or operational overhauls. The best HR leaders understand transformation means more than paperwork. Expect detailed stories about aligning people strategy with new business models, restructuring teams for efficiency, or introducing technology to support growth. Look for results linked to retention improvements, cost savings, or higher employee engagement.
3. How do you approach succession planning for critical leadership roles?
What to listen for:
Wray Executive Search’s research shows many brands lack strong internal pipelines for senior positions, including CHRO roles. An effective candidate should outline clear steps for identifying high-potential talent, mapping development plans, and benchmarking internal leaders against external options to ensure the best fit. Listen for signs of proactive planning rather than last-minute replacements.
4. What proven strategies have you used to retain high-performing leaders in a competitive labor market?
What to listen for:
Retention in hospitality requires more than salary increases. Seek candidates who build loyalty through meaningful career paths, mentorship programs, flexible work arrangements for corporate staff, or creative benefits tailored to the industry’s demands. A top CHRO understands why employees stay and what causes them to leave — and adjusts programs to address both.
5. How do you align HR strategy with business goals during periods of rapid growth or change?
What to listen for:
A CHRO must serve as a trusted advisor to the CEO and senior leadership team. Strong answers highlight collaboration with other executives to anticipate talent needs during expansion, market entry, or restructuring. Look for examples of workforce plans directly linked to opening new locations, launching new concepts, or expanding into new markets.
6. Describe a time you navigated a significant labor challenge, such as union activity or sudden turnover.
What to listen for:
Labor issues can disrupt operations and erode brand reputation. A seasoned CHRO should share concrete examples of handling union negotiations, large-scale layoffs, or sudden workforce gaps. Effective responses often include clear communication plans, legal compliance, and steps taken to rebuild trust and morale afterward.
7. What methods do you use to advance DEI goals at both frontline and leadership levels?
What to listen for:
Restaurant and hospitality companies often struggle to extend diversity and inclusion efforts beyond corporate offices. Strong candidates explain how they build diverse pipelines, ensure fair promotion practices, and measure progress over time. Expect specific programs or partnerships that reach hourly employees and entry-level managers, not just executives.
8. How do you leverage HR technology and data to guide talent decisions?
What to listen for:
Modern HR leadership depends on accurate data. A strong candidate will discuss tools used for tracking workforce trends, turnover, engagement, and succession risks. Listen for evidence of technology improving efficiency and supporting better decision-making rather than adding unnecessary complexity.
9. Where do you see the greatest workforce challenge for restaurants and hospitality in the next 3–5 years? How would you prepare?
What to listen for:
This forward-looking question separates the tactical from the visionary. A thoughtful candidate will mention trends such as labor shortages, generational shifts, changing expectations for flexibility, or technology’s impact on staffing. Look for answers grounded in experience, combined with ideas for future-proofing the workforce through training, upskilling, or stronger pipelines.
Final Thoughts
Selecting the right CHRO shapes how a company attracts, develops, and keeps the talent needed to deliver great guest experiences and drive sustained growth. Use these CHRO interview questions to go beyond résumés and uncover whether a candidate’s leadership style and vision match your organization’s culture and goals.
Need help finding your next CHRO? Wray Executive Search connects restaurant and hospitality companies with leaders ready to meet today’s challenges and tomorrow’s opportunities.