FTI's CHRO Shift: Betting on a Transformation Expert to Win the Talent War

WASHINGTON, DC – December 09, 2025 – In a move that signals a deliberate deepening of its human capital strategy, FTI Consulting has named Rike Rabl its next Chief Human Resources Officer, effective January 1, 2026. While leadership transitions are routine, this appointment is a significant marker in the firm's strategic narrative. It underscores a core belief articulated by CEO Steven H. Gunby: to sustain its impressive organic growth, the firm must "compete and win in the two markets that matter most: the market for clients and the market for talent."

By promoting an internal leader with a formidable background in large-scale transformation, FTI is not merely filling a role. It is making a calculated bet that the next phase of its growth will be won by outmaneuvering competitors on the talent battlefield. Rabl’s succession of Holly Paul, the firm’s foundational CHRO, represents a pivot from building the engine to fine-tuning it for a new era of competition, technological disruption, and evolving workforce expectations.

A Strategy Built on People, Not Acquisitions

To understand the weight of this appointment, one must look back to 2014. That year marked a pivotal strategic shift for FTI Consulting. Under the then-new leadership of Gunby, the firm moved away from an acquisition-heavy growth model to one centered on "powerful organic growth." This strategy's success hinges entirely on the ability to attract, develop, and retain elite professionals who can deliver high-stakes results for clients facing crisis and transformation.

The results of this decade-long focus are clear. The firm has seen consistent revenue growth, reporting $3.70 billion in 2024, a 6% increase from the previous year, with all five business segments hitting record revenues. This expansion wasn't fueled by big-ticket M&A but by a steady increase in billable professionals—a 4.8% rise in total headcount in 2024 alone. In a professional services firm, headcount is a direct proxy for capability and revenue potential. This makes the CHRO role less a support function and more a driver of the core business model. Gunby’s statement that he is confident Rabl’s "global perspective and track record in driving transformational change will help us build on the strong foundation" is not just corporate praise; it’s a strategic directive.

The Architect of a Modern HR Function

The foundation Rabl will build upon is substantial. Holly Paul, who joined as the firm's first CHRO in 2014, was the architect of the very talent infrastructure that enabled this organic growth story. Over her 11-year tenure, she transformed what was likely a disparate set of HR operations into a cohesive, strategic function.

According to the company, Paul was instrumental in "building out the firm’s recruiting and talent development teams, enhancing benefits and introducing new employee engagement initiatives." She effectively created the systems needed to compete in the modern talent market. Her legacy is one of institutionalizing the idea that people are the firm's primary asset. In her own words on the transition, Paul noted, "The heart of FTI Consulting is our people. It has truly been an honor to help lead our Company through the shift to organic growth that we started in 2014." By establishing robust talent pipelines and fostering a culture that has earned "Great Place to Work" certifications, Paul created the stability and structure necessary for the next phase of evolution. Her move to a senior advisory role ensures a seamless transition, preserving institutional knowledge while making way for new leadership.

The Transformation Specialist Takes the Helm

If Paul was the architect, Rike Rabl is being brought in as the innovation-focused engineer. Her background is not that of a traditional HR administrator but of a strategic change agent. Before joining FTI in 2020 as Deputy CHRO, Rabl spent nearly a decade at the prestigious Boston Consulting Group (BCG), advising global clients on complex strategy, organizational design, and transformation initiatives. This is the high-level advisory work FTI itself performs for its clients.

Following her time at BCG, she led the Transformation Office at Fannie Mae, where she was tasked with executing strategies to drive "lasting improvements of the operational effectiveness of the business." This experience is critical. It demonstrates an ability to diagnose organizational inefficiencies and implement structural changes that yield tangible results. Her academic credentials, including an MBA from London Business School and a master's in organizational psychology, further cement her profile as a leader who understands both the human and systemic levers of corporate performance. In her new role, Rabl stated her excitement "to partner with our business leaders to drive innovation in our talent strategy." This language of partnership and innovation signals a proactive, business-integrated approach to human capital, moving beyond traditional HR mandates.

Navigating the New Talent Battlefield

Rabl's appointment comes at a critical juncture for the entire consulting and professional services industry. The "war for talent" has intensified, with firms like FTI competing not just with each other but with tech giants and investment banks for a limited pool of elite expertise. The landscape is being reshaped by several powerful forces that a modern CHRO must master.

First is the rise of artificial intelligence, which is creating a dual challenge: a high demand for AI-savvy professionals and the need to integrate AI into talent acquisition and development processes. Second is the persistent skills gap, which is forcing a move toward "skills-first hiring" over a pure reliance on pedigree. Finally, the post-pandemic workforce has new expectations regarding flexibility, purpose, and well-being, making culture and employee experience a key differentiator for retention.

Rabl's background in transformation is perfectly suited to address these dynamics. Her task will be to evolve FTI's talent strategy to not just compete but to set the pace. This will likely involve innovating in areas like digital-first talent acquisition, creating agile career development paths that address emerging skills, and reinforcing a corporate culture that acts as a magnet for top performers. For a global expert firm with over 8,100 employees, ensuring that its human capital strategy is as sophisticated as its client-facing advisory work is not just an ambition—it is an existential necessity for continued growth and market leadership. The selection of Rike Rabl is FTI's clear statement of intent to meet that challenge head-on.