--- title: "Celebrating International Women’s Day 2026 | Top Women in HR Leaders" description: "As we celebrate International Women’s Day 2026, let us acknowledge and appreciate the amazing women making a difference in human resources. HR is a crucial" canonical: "https://recooty.com/resources/blogs/powerful-women-in-hr-in-2024" author: "Recooty Team" date: "2025-07-28T00:00:00+05:30" updated: "2026-10-22T15:36:00+05:30" image: "https://recooty.com/resources/blogs/media/2024/03/Celebrating-International-Womens-Day-2024-_-Top-Powerful-Women-Leaders-in-HR.png" --- # Celebrating International Women’s Day 2026 | Top Women in HR Leaders ## Celebrating International Women’s Day 2026 | Top Powerful Women Leaders in HR Use this list of women HR leaders as a starting point for a focused learning feed. Choose people whose work matches a problem your team faces, then verify current roles and test a small idea before you change a hiring or people practice. ## Key takeaways - This is a 2026-curated reading list, not a permanent ranking. Check each leader’s latest work and profile before you rely on a role or bio. - Follow women in HR for specific practice areas, such as leadership development, workforce transformation, candidate experience, inclusion, or HR technology. - Turn a useful post into one small team experiment. A saved post is not a people strategy. - Sponsorship matters alongside mentorship. McKinsey reports that employees with sponsors were promoted at nearly twice the rate of employees without them. An [applicant tracking system](https://recooty.com/applicant-tracking-system) gives a hiring team one place to follow candidates and hiring stages. - International Women’s Day is a prompt for action throughout the year: make development, internal mobility, and fair hiring more visible and measurable. ## Why follow women leaders in HR? Women shape HR across talent acquisition, leadership, employee experience, technology, and workplace policy. Following practitioners from different backgrounds can widen the ideas your team considers, especially when you connect their advice to a specific decision. According to the Women in the Workplace 2026 report by McKinsey and LeanIn.Org, women represent 56% of the HR workforce in corporate America and Canada, but only 38% of the HR leadership roles. Moreover, women of color are even more underrepresented, accounting for only 12% of the HR workforce and 6% of the HR leadership roles. These numbers indicate a persistent gap between women’s potential and their representation in HR. The profiles below are a 2026-curated list, not a permanent ranking. Roles and affiliations change, so use each profile as a path to current work rather than relying on an old biography. ## 2026 update: make women’s HR leadership visible in everyday decisions Recognition is valuable, but a stronger outcome is a workplace where more women can access stretch work, sponsors, fair promotion processes, and leadership development. The current context makes that practical work urgent. In the 2026 Women in the Workplace study, McKinsey and LeanIn.Org found that only about half of surveyed companies treated women’s career advancement as a high priority. The study drew pipeline data from 124 organizations employing roughly three million people, plus surveys of about 10,000 employees and interviews with more than 60 senior HR leaders. [Read the study and its methodology.](https://www.mckinsey.com/capabilities/people-and-organization/our-insights/women-in-the-workplace) For an HR team, the useful question is not simply, “Who should we follow?” It is, “What decision will this perspective improve?” SHRM reported that 51% of CHROs named leadership and manager development as a top 2026 priority. This makes a broad mix of practitioner voices useful when it leads to better manager habits, clearer career paths, or more consistent hiring decisions. [See SHRM’s CHRO priority findings.](https://www.shrm.org/executive-network/insights/research/chro-priorities-perspectives-february-2025-eninsights-forum) ### How to choose women HR leaders to follow | What to look for | Quick check | Why it matters | | ---------------------- | ----------------------------------------------------------------------------------------------------- | ----------------------------------------------------------------- | | Relevant practice area | Can you name the hiring, people, or leadership problem they help you think through? | A focused feed beats a long, generic list. | | Evidence of practice | Do they explain a process, metric, case study, research source, or lesson from implementation? | It separates useful methods from broad inspiration. | | Current context | Is the post recent and is the person’s current role verified? | Jobs, organizations, and priorities change quickly. | | Different perspective | Does the voice add an industry, geography, company-size, or career-stage lens missing from your feed? | Better decisions need more than one point of view. | | Responsible advice | Do they acknowledge limits, legal context, and human judgment where needed? | HR decisions affect real people and should not be copied blindly. | Competitor lists often use a fixed number of names and short bios. Their real value is the editorial method behind the list. For example, a current industry list says it assesses relevance, demonstrated expertise, impact, professional credibility, and ongoing contribution. That is a helpful starting point, but your team should add one more test: whether the insight changes a decision you make this quarter. Review the example methodology. ![WhatsApp Image 2026 05 01 at 5.27.52 PM](https://recooty.com/resources/blogs/media/2024/03/WhatsApp-Image-2024-05-01-at-5.27.52-PM.jpeg.webp) ## Sam Magadán ![Sam Magadan](https://recooty.com/resources/blogs/media/2024/03/Sam-Magadan.png.webp) The founder of Kandidaat, the #1 Career Coaching firm in New Mexico, had over. Sam is a People & Culture Sr. Manager with 14+ years of experience in People Management and has worked both as an in-house partner and as an HR consultant. As an HR Manager in London Communications Agency, she navigates the nuances and depth of organizational culture, ensuring a favorable environment for success. She has been awarded as LinkedIn Top Voice for her contributions to Future of Work and Employee & Candidate Experience **Follow Sam Magadán on LinkedIn** ## Leena Nair ![Untitled design 10](https://recooty.com/resources/blogs/media/2024/03/Untitled-design-10.png.webp) Leena Nair currently serves as the Chief Executive Officer of Chanel, one of the world’s most iconic luxury brands. The first woman and youngest ever CHRO of Unilever, leads the global people strategy for 160,000+ employees in more than 100 countries. She is also the founder of the Career by Choice initiative, which helps women who have dropped off the career ladder, owing to various obstacles. **Follow Leena Nair on LinkedIn** ## Claude Silver ![Claude Silver](https://recooty.com/resources/blogs/media/2024/03/Claude-Silver.png.webp) The first CHO of Vayner Media, is a coach, manager, and mentor who believes in emotional optimism. She manages a company size of 1500+, whilst being “in touch with the heartbeat of every single person in the company. **Follow Claude Silver on LinkedIn** ## Brigitte Skeene ![Brigitte Skeene](https://recooty.com/resources/blogs/media/2024/03/Brigitte-Skeene.png.webp) Brigitte Skeene, having a career spanning over two decades in the field of Human Resources, has championed sustainability and ecological balance. Her tireless efforts have led to the preservation of critical habitats and the protection of endangered species. As the Co-founder and President at Talent IQ, Brigitte has worked in talent acquisition for over 25+ years. Her career has taken her across local and international landscapes, including roles in large corporations and human capital consulting firms such as Korn Ferry and Apple. Brigitte’s expertise lies in building strategic recruitment functions and enhancing talent retention. **Follow Brigitte Skeene on LinkedIn** ## Dr. Diane Hamilton ![Diane Hamilton](https://recooty.com/resources/blogs/media/2024/03/Diane-Hamilton.png.webp) The founder of Tonerra, an author, a national radio host, a keynote speaker, and a former MBA Program Chair member at the Forbes School of Business. She is the creator of the Curiosity Code Index® and the Perception Power Index, which measure the factors that influence curiosity and perception. **Follow Dr. Diane Hamilton on LinkedIn** ## Anna Ott ![Anna Ott](https://recooty.com/resources/blogs/media/2024/03/Anna-Ott.png.webp) The VP people at HV Capital, one of the leading Venture Capital firms in Europe. She is a Talent Advisor to +70 startups with more than two decades of experience in HR. She has also been an advisor to several HR technology companies across Europe. **Follow Anna Ott on LinkedIn** ## Melissa Grabiner ![Melissa Grabiner](https://recooty.com/resources/blogs/media/2024/03/Melissa-Grabiner.png.webp) Melissa Grabiner, with a career spanning over two decades in the field of Human Resources and Talent Acquisition, Melissa is currently working as the Job Search & Personal Brand Coach, Expert & Advisor at topmate.io. Her expertise and thought leadership have garnered her a substantial following on LinkedIn, where she is ranked #2 Female LinkedIn Creator Worldwide and #1 HR LinkedIn Creator in the USA. Beyond her professional achievements, Melissa is also a Yoga instructor. **Follow Melissa Grabiner on LinkedIn** ## Gauri Das ![Gauri Das](https://recooty.com/resources/blogs/media/2024/03/Gauri-Das.png.webp) Gauri Das is a global TEDx speaker and mentor with 16+ years of experience in aligning HR strategy with business goals. She was the Lead Membership of the Professional Speakers Association of India, Mumbai chapter (PSAI). **Follow Gauri Das on LinkedIn** ## Ester Martinez ![Ester Martinez](https://recooty.com/resources/blogs/media/2024/03/Ester-Martinez.png.webp) Ester Martinez is the founder and CEO of People Matters, India’s leading knowledge and media technology platform in the HR space. She is an HR professional turned entrepreneur, an alumnus of ISB in Hyderabad, and a master transformational coach. Ester is passionate about advancing talent and work practices for sustainable business impact. **Follow [Ester Martinez](https://www.linkedin.com/in/estermartinez/) on LinkedIn** ## Kate Graham ![Kate Graham](https://recooty.com/resources/blogs/media/2024/03/Kate-Graham.png.webp) Kate Graham, a seasoned HR leader with over 20 years of experience, is committed to advancing HR technology and best practices. As the host of Learning Now TV, she interviews industry innovators and co-founded the #womeninlearning movement to promote diversity in the field. Her expertise spans research, analytics, content creation, and stakeholder engagement. **Follow Kate Graham on LinkedIn** ## Rachel Cupples ![Rachel Cupples](https://recooty.com/resources/blogs/media/2024/03/Rachel-Cupples.png.webp) The @recruitingSHEro who is making waves in the world of recruitment. Rachel, based on her Twitter profile, is a passionate advocate for gender equality and empowerment. She has been an active member since January 2026, and her platform, recruitingshero.com, is a testament to her commitment. As a Sourcing Recruiter in Amazon, Rachel brings a fresh perspective to the industry, emphasizing the importance of diversity and inclusion. **Follow Rachel Cupples on LinkedIn** ## Sarah White ![Sarah White](https://recooty.com/resources/blogs/media/2024/03/Sarah-White.png.webp) Sarah White leads the global Innovation and Transformation department at SAP SuccessFactors. She is a global influencer in HR technology, talent acquisition, and human resources, and a frequent speaker and writer on these topics. Sarah is also a master connector who brings together diverse perspectives and experiences to shape the future of work. **Follow Sarah White on LinkedIn** ## Alexandra Cavoulacos ![Alexandra Cavoulacos](https://recooty.com/resources/blogs/media/2024/03/Alexandra-Cavoulacos.png.webp) Alexandra Cavoulacos is a dynamic web3 entrepreneur and author, known for her innovative work in the tech industry. Currently serving as the Chief Operating Officer at BackerKit, a crowdfunding startup, she is committed to redefining crowdfunding for the creator economy. Previously, she was the COO of The Muse, a career platform used by millions. Alexandra is also the co-founder of Meta Angels, a pioneering membership community in NFT lending technology, and Angel Labs, a web3 accelerator for creators. She co-authored the bestselling book, The New Rules of Work: The Modern Playbook for Navigating Your Career. **Follow Alexandra Cavoulacos on LinkedIn** ## Amy Schultz ![Amy Schultz](https://recooty.com/resources/blogs/media/2024/03/Amy-Schultz.png.webp) Amy Schultz is the Global Head of Recruiting at Canva, one of the world’s largest privately-owned companies. With experience living in China, Singapore, and San Francisco, she has worked in both start-ups and established multinational firms across the tech, pharmaceutical, and service sectors. Amy has successfully built and led geographically diverse teams at the executive level, utilizing her expertise in human resources, program management, and recruiting. Her leadership has been instrumental in Canva’s ascent as one of the fastest-growing tech companies globally. **Follow Amy Schultz on LinkedIn** ## Bonnie Dilber ![Bonnie Dilber](https://recooty.com/resources/blogs/media/2024/03/Bonnie-Dilber.png.webp) Bonnie Dilber, the Recruiting Manager at Zapier, is at the forefront of revolutionizing remote work. With 9 years of experience, she has seamlessly transitioned from teaching to talent acquisition, leaving an indelible mark across tech, education, and non-profit sectors. At Zapier, a leading remote-first company, Bonnie spearheads recruitment for all non-technical roles. Her passion for workplace equity resonates with her 440,000+ LinkedIn followers, where she shares invaluable insights. As one of LinkedIn’s Top Voices, Bonnie’s expertise guides job seekers in writing standout resumes, networking effectively, and navigating the ever-evolving job market. **Follow [Bonnie Dilber](https://www.linkedin.com/in/bonnie-dilber/) on LinkedIn** ## Jackye Clayton ![Jackye Clayton](https://recooty.com/resources/blogs/media/2024/03/Jackye-Clayton.png.webp) Jackye Clayton is the founder of PeoplePuzzles, where she designs custom AI and data-driven talent systems to optimize hiring and retention. A diversity advocate and recruitment expert, Jackye co-hosts the Inclusive AF Podcast and has been recognized as a top recruitment thought leader by iMocha. Additionally, she was named one of the 15 Women to Watch in Tech by Inc. With extensive experience in talent strategy and high-performance systems, she helps organizations and professionals move from chaos to clarity in their hiring and career growth. **Follow Jackye Clayton on LinkedIn** ## Meghan M. Biro ![Meghan M. Biro](https://recooty.com/resources/blogs/media/2024/03/Meghan-M.-Biro.png.webp) Meghan M. Biro is an HR tech analyst, author, speaker, and brand strategist. She is the founder and CEO of TalentCulture, a leading media outlet and community for HR and talent professionals. She is also the host of the #WorkTrends live podcast and Twitter Chat, where she explores the future of work and workplace culture. **Follow Meghan M. Biro on LinkedIn** ## Mary Ann Markowitz ![Mary Ann Markowitz](https://recooty.com/resources/blogs/media/2024/03/Mary-Ann-Markowitz.png.webp) Mary Ann Markowitz is the founder of MAM Recruiting in Dallas, Texas, with a focus on the HR and finance sectors since 2003. She partners with clients across the U.S. to attract top talent for finance and accounting departments. Mary Ann uses innovative strategies, like video emails, to connect with a diverse range of candidates. Her commitment to building relationships ensures that both employers and candidates find the right match for mutual success. **Follow Mary Ann Markowitz on LinkedIn** ## Anna Tolmachova ![Anna Tolmachova](https://recooty.com/resources/blogs/media/2024/03/Anna-Tolmachova.png.webp) Anna Tolmachova is the HR Director at METRO Cash & Carry Ukraine, a leading international wholesale company. She manages over 3500+ employees and is a talent management expert, rated among the top 20 HRs in Ukraine. She believes in setting global HR standards while educating and engaging youth in the HR domain. **Follow Anna Tolmachova on LinkedIn** ## Jess Miller-Merrell ![Jess Miller Merrell](https://recooty.com/resources/blogs/media/2024/03/Jess-Miller-Merrell.png.webp) Jess Miller-Merrell is a dedicated HR professional with over 20 years of experience. In 2009, she founded Workology, a comprehensive resource platform for HR and recruiting professionals, and hosts the Workology Podcast, focusing on current workplace issues. Recognized by Forbes as a top social media influencer, Jess is passionate about uplifting HR professionals through upskilling and personal development. She has been featured in major publications like HR Magazine, Fast Company, and Entrepreneur. **Follow Jess Miller-Merrell on LinkedIn** So, to the women considering HR as their career path, envision yourself as professionals and as architects of workplace harmony. Join a community where your ideas matter, your compassion is a strength, and your leadership can create a positive impact. [Happy Women’s Day](https://www.linkedin.com/company/recooty/) to the phenomenal women in HR, and to those yet to embark on this empowering journey. May your path be filled with inspiration, support, and boundless opportunities. Here’s to the Women in HR, shaping the future with grace, strength, and a touch of brilliance. ## Turn an HR leader’s idea into a team practice Choose one idea from this list and test it with a clear owner and outcome. This keeps inspiration connected to work that candidates and employees can actually feel. 1. Pick one business problem, such as inconsistent interviews, weak manager development, or a narrow internal talent pipeline. 2. Find two or three leaders who publish practical views on that problem. Include at least one voice with a different industry or market perspective. 3. Write down the idea in one sentence, plus the condition that would make it unsuitable for your organization. 4. Run a small, time-bound experiment. For example, introduce a shared interview scorecard for one role family and review completion rates after four weeks. 5. Keep, change, or stop the practice based on evidence. Share the learning with managers instead of treating a social post as a policy. A [job description generator](https://recooty.com/tools/job-description-generator/) can turn responsibilities and requirements into a clear first draft. If your experiment involves recruitment, begin with the habits that improve candidate clarity and consistent decisions: [write a more effective job advertisement](https://recooty.com/resources/blogs/job-advertisement) and [use structured interviewing tips for recruiters](https://recooty.com/resources/blogs/interviewing-tips-for-recruiters). For wider perspective on workplace technology, see our list of [HR tech influencers](https://recooty.com/resources/blogs/hr-tech-influencers). ## What to do next After the experiment, review the evidence with your team. Keep the practice, change it, or stop it based on what candidates and employees experienced. A clear decision is more useful than collecting more advice without applying it. ## Frequently Asked Questions ### How should I choose women in HR to follow? Choose people who share credible, relevant, and current insight on a problem your team needs to solve. Verify their role, then test one idea in context rather than copying it as a rule. ### Is this a ranking of the best women HR leaders? No. It is a curated 2026 list. HR careers and roles change, so it should be used as a starting point for discovery, not as a permanent ranking. ### What is the difference between a mentor and a sponsor? A mentor offers advice. A sponsor actively advocates for your visibility, opportunities, and advancement. Both can help, but sponsorship can directly affect access to stretch work and promotion. ### How can HR make leadership development fairer? Publish criteria for stretch assignments and promotion, track who receives opportunities, train managers to give actionable feedback, and make sponsorship available beyond informal networks. ### Can HR teams use advice from influencers as policy? No. Treat it as an input. Check legal requirements, employee feedback, local context, and your own data before changing a people policy. --- *Source: [https://recooty.com/blog/powerful-women-in-hr-in-2024/](https://recooty.com/resources/blogs/powerful-women-in-hr-in-2024)* ## Structured data ```json { "@context": "https://schema.org", "@graph": [ { "@type": "Article", "headline": "Celebrating International Women’s Day 2026 | Top Powerful Women Leaders in HR", "description": "This is a 2024-curated reading list, not a permanent ranking. Check each leader’s latest work and profile before you rely on a role or bio. Follow women in HR for specific practice areas, such as leadership development, workforce transformation, candidate experience, inclusion, or HR technology. Turn a useful post into one small team experiment. A saved post is not a people strategy. Sponsorship matters alongside mentorship. McKinsey reports that employees with sponsors were promoted at nearly twice the rate of employees without them. 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