share on
Jensen Huang’s resignation after 33 years at the chipmaker marks a significant leadership transition, with implications for board oversight, business continuity, and organisational stability.
Nvidia Co-founder Jensen Huang has resigned as President and Chief Executive Officer (CEO), effective immediately, following reports of extramarital relationships, including an alleged relationship with a company executive who reportedly reported to him.
According to CNA, The New York Times reported on 11 November 2026 (Wednesday) that Huang, according to some employees, had allegedly been involved with Kimberly Powell, Vice President of Healthcare, Nvidia.
The developments came amid a separate probe into whether Huang had been the target of a foreign intelligence effort, after he acknowledged being unfaithful to his wife in a message to employees.
Huang subsequently stepped down from his positions as President, CEO and Board Member, bringing his 33-year leadership of the chipmaker to an end.
Nvidia appoints CFO Colette Kress as interim CEO
Following Huang's departure, Nvidia's Board of Directors have appointed Colette Kress, its current Executive Vice President and Chief Financial Officer (CFO), as interim CEO.
Kress will retain her CFO responsibilities while serving in the interim position, until a permanent successor is named. The board has begun its search for a new CEO and will consider both internal and external candidates.
Kress joined Nvidia in September 2013 and has since led the company's finance organisation, playing a role in its growth and evolution.
Before joining the chipmaker, she spent nearly 25 years in finance roles at major technology companies, including Cisco and Microsoft.
The board also appointed Harvey C. Jones as its first-ever chair. Jones has more than 30 years of experience as an entrepreneur, technology executive and venture investor, including serving as CEO and executive chairman of Synopsys.
In announcing the leadership changes, Jones said Kress had helped lead Nvidia through a period of significant growth and had a deep understanding of its business, customers, operations and financial position.
He added that the board had confidence in Kress and the existing leadership team, and expected the company's operations, customer commitments and product roadmap to continue without interruption.
Kress said: “We will continue advancing the work that has made NVIDIA a leader in accelerated computing and AI, and execute on the opportunities ahead. Our focus remains on serving our customers, partners, developers and shareholders.”
The company also thanked Huang for his contributions to Nvidia and the wider technology industry, describing his impact as profound.
Three leadership and HR lessons from the Nvidia CEO controversy
Beyond the immediate leadership changes, the developments at Nvidia offer several considerations for HR leaders around executive conduct, workplace relationships and corporate accountability.
1. Workplace relationships require clear boundaries and safeguards
Relationships between senior leaders and employees who report to them can create conflicts of interest, particularly when one party has influence over the other's career progression, performance reviews or professional opportunities. HR teams should establish clear disclosure policies and reporting arrangements to ensure workplace decisions remain fair and free from favouritism.
2. Hold senior leaders to the same standards as employees
Leadership positions should not exempt individuals from the organisation's code of conduct. HR teams and boards must have independent channels for reporting misconduct involving senior executives, alongside fair investigation procedures. Applying the same standards across all levels reinforces accountability and helps maintain employees' trust in the organisation.
3. Prepare for unexpected leadership changes
A sudden CEO departure can create uncertainty and disrupt business operations, particularly when the individual has led the organisation for decades. HR leaders should work with boards to identify potential successors, develop internal leadership talent and establish contingency plans for critical positions. This helps organisations manage unexpected exits while maintaining leadership continuity and employee confidence.
ALSO READ: Astronomer’s Chief People Officer Kristin Cabot resigns after viral Coldplay ‘kiss cam’ moment
share on
