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Over the past few years, changing workplace dynamics and growing demand for innovative technology solutions have shaped HR leadership roles. At the same time, people leaders are tasked with balancing business goals, the priorities of fellow C-suite executives, and the evolving expectations of employees. It’s a challenge, but some HR professionals say it’s an exciting time to lead the industry.
Paaras Parker, chief human resources officer at HR software platform Paycor, understands the importance of being business-centric and people-centered at the same time. According to i4cp, this balanced approach is common among leaders of high-performing organizations. Their top areas of focus this year include culture, leadership effectiveness and workforce development.
Parker said HR professionals must create an environment that enables employees to achieve and even exceed strong business results.
The changing role of the HR team
“I think one of the most exciting parts of the HR industry is that our roles are always changing, because so are humans,” Parker said. “We serve people, so as people’s trends and expectations change, so will the role of HR.”
Parker said the staffing industry must learn from experience to remain in tip-top shape now and in the months and years ahead. “The future of work is here,” she said, and HR teams must adapt to the changing nature of work. This includes understanding business needs and strategies and assisting business leaders in developing and implementing talent strategies that are consistent with these long-term success goals.
Rather than designing new “future of work” roles that don’t yet exist, the best HR professionals embrace the current situation and plan for the future. As people roles become more specialized in this way, Parker says, three key areas become the focus of HR teams:
- Centers of Expertise and Experience: These groups develop methods and processes that drive scalable results across the enterprise.
- Strategic Human Resources Business Partner: An employee-facing role leveraging data to influence change, manage workflow evolution and drive key results such as engagement and retention.
- Employee Relations: This role is responsible for ensuring operational efficiency and supporting employees during positive and challenging times.
The future of HR and technology
Each of these roles will rely more than ever on workforce technology. Parker said it’s important to discover how technology can make HR tasks easier so HR professionals can focus on people. For example, the ability for technology to manage time, expenses, and payroll can help leaders focus on the conversations, goals, and results that are critical to the success of their work.
“Don’t be afraid of these tools,” Parker said. “Try them, read about them, and leverage this technology in small ways every day.” HR teams must be receptive to new solutions and help spread time-saving practices to the employee base.According to the latest data released by Mercer Global Talent Trends in 2024 In the report, employees said one-third of their work today is “mundane and repetitive,” creating an opportunity for HR departments to increase employee productivity and relieve boring parts of the day.
Parker said HR leaders should be at the forefront of technology decisions to meet the needs of their teams and organizations: “Instead of looking for ways to resist, focus on figuring out what it takes to actually give it a try”! “
Technology in the hybrid workplace
While some people enjoy the flexibility of remote work, many employees now miss the human interaction of a shared workplace. According to Mercer’s report, most employees want some level of social contact, and nearly half want to be onsite at least some of the time, even if their jobs can be done remotely.
In these hybrid arrangements, technology can help streamline one-on-one meetings, identify team members around the world and facilitate the feedback process, Parker said. “Technology-enabled tools save time and enable HR professionals and leaders to drive conversations that have a lasting impact on employees,” she said.
Inclusive of all generations
No matter where an employee is in their career, HR technology can provide continuity. Parker said that despite headlines warning that today’s youngest professionals are not ready for work, Gen Z is entering the workforce not much different than previous generations. Her advice is to identify what is important to new generations without losing sight of what is valuable to those already in the workforce.
Parker said this will be the “special sauce” for realizing the vision for the future. “Having a deeper understanding of Gen Z and what they will bring to the table, combined with existing skills and capabilities, will drive the business forward in a meaningful way.”
Learn more about the intersection of HR and technology: Holy Roman EmpireThe upcoming European HR Technology Conference will be held in Amsterdam on May 2-3. Click here to register.
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