Human resources is taking on a broader role at Chobani Australia, where the people and culture function now oversees corporate affairs and communications alongside traditional HR responsibilities.
Chris Eaton, general manager of people and culture at Chobani Australia, told HRD that the profession has moved beyond its traditional administrative remit. His responsibilities also include safety and security, facilities across the company’s office and manufacturing site, and corporate affairs and communications.
“We're way beyond people and culture or HR being an administrative function,” Eaton said.
The shift reflects a wider change in expectations for senior HR leaders. A Hays report, The Chief People Officer Viewpoint, surveyed 190 senior HR professionals across Australia and New Zealand and found that 85% of chief people officers were upskilling as their roles expanded beyond traditional HR.
Why communications has become part of HR
At Chobani, corporate affairs and communications moved into Eaton’s remit following a strategic reset as the business grew.
Eaton said the closer connection between communications and people and culture has helped the company explain its priorities and strengthen employee engagement.
The approach has become particularly important during the company’s site expansion in 2026. Eaton said change communications has helped employees understand what is happening, why decisions are being made and how changes affect their work.
For HR teams, the example illustrates how internal communications can support organisational change. Employees need timely, clear information to understand changes and navigate new expectations, particularly when business growth affects their working environment.
HR functions must adapt to business needs
Eaton said HR structures should evolve according to an organisation’s priorities rather than follow a fixed model.
“We've got to be front and centre with our strategy and what the business's priorities are and what it needs right now, as well as what it needs in the future,” he told HRD.
At Chobani, the broader remit has largely reflected business growth rather than the introduction of new technology. Eaton said the company has not yet seen AI drive the same kind of change in its HR structure.
The distinction matters because the expansion of HR responsibilities does not follow a single pattern. Business growth, operational changes and employee communication needs can all influence how organisations structure their people functions.
AI governance is becoming part of the conversation
Although AI has not been the main driver of Chobani’s broader HR remit, Eaton identified it as a technology likely to reshape the profession.
At the company, AI adoption involves people and culture, IT, and a recently established data and analytics function. Eaton said the focus has been on establishing guidelines, setting guardrails for AI use, providing tools and helping employees understand how to use them.
Employees are encouraged to experiment within those boundaries, while the company continues to recognise the importance of human judgement and experience.
Eaton said AI can help employees work more effectively, but it cannot replace trust, context or a genuine understanding of employee experience.
His approach highlights two responsibilities for HR leaders: helping employees develop the skills to use new tools and establishing appropriate guidance for their use at work.
Broader responsibilities create new career opportunities
Eaton sees the expanding HR remit as an opportunity for early-career professionals. At Chobani, newer team members are exposed to a wider range of responsibilities, giving them opportunities to apply their skills across different areas of the function.
He said curiosity, adaptability and the willingness to work across different disciplines are increasingly valuable qualities for HR professionals.
As people functions become more closely connected to business strategy, communications and technology governance, HR careers may increasingly involve responsibilities beyond traditional recruitment, employee relations and administration.
