In 2009, the researchers, with funding from the Center for Advanced Human Resource Studies (CAHRS), began conducting the annual Chief Human Resource Officers (CHRO) Survey. The 2009 survey was sent to CHROs at the U.S. Fortune 150 companies, as well as to ten other CHROs at CAHRS partner companies. That survey focused on understanding how CHROs were allocating their time to different stakeholders and roles, as well as identifying their chief executive officer's (CEO) agenda for HR and strengths and weaknesses with regard to HR. This year, the survey asked the same questions about time allocation, but focused on the CHRO's role with the board of directors (BOD) and innovations that had been developed within their functions. In addition, the survey sample was expanded to the U.S. Fortune 200 list. This research reveals that as the economy begins a slow recovery, CHROs are gradually moving from "bunker" to "building," reaching back out to those lower in the organization--both the business and HR talent--in an effort to reestablish the connections necessary to retain talent and build HR capability. They are spending more time with their HR reports and high potential talent, and are allocating more time to the roles of HR Leader and Talent Strategist/Architect. (Contains 15 figures and 1 table.)