HRD Community’s Post

Change the titles, redefine the models, funkify it all you like, HR is going no where. Even when you hire a robot, it will still be tasked with the same JD as the current HR functions. Will the HR function evolve? Yes, are we going to have disruptive changes? But do we need a business function to ensure we have the right people, at the right time, guide by the right principles, culture and policies? Would we need to keep these people motivated? Would we need a function to ensure that the business is rightly positioned in the marketplace to win with skilled people who will create the products the market needs or serve the clients that keep em in business? If all these boxes are checked, then HR is now more alive than ever. Welcome to a new world where we win with people.

Speaking as someone who has not had a conventional route into HR but is no less capable than someone who has, I totally agree with most of this - traditional HR needs more than a light touch refresh: - technology, - modern workplace culture, - the 5-generation workforce, - focus on WIDE, - the multi-hatted role of leaders, - pace of change, - projects as BAU, - talent attraction and retention as one the primary business enablers, …etc. means HR needs - and deserves - to break cover from the popular tea & toilets-work mum/dad-valuedrain-harbinger of doom monika. HR when done well enables organisational success just as any other function.

Interesting view relating to the future of HR. But one thing I categorically agree with is that Technology must underpin all goals within a strategy. The future of HR Systems is looking bright and exciting! #hrsystems #peoplesystem #peopletechnology

'The Future of HR: A Wake-Up Call' As HR teams, we must prioritize reskilling ourselves. With the shift towards gig workers, project-based expertise, and technology-driven solutions, the role of HR is evolving rapidly. It’s no longer just about managing people strategy—it’s about driving organizational success through adaptability, innovation, and forward-thinking approaches.

I think the future of HR is dead. At least HR as we know it. Let me explain with some predictions for 2025. ↳ COE model is out. ↳ Gig workers and project based experts are in. ↳ HR teams will start investing in re-skilling themselves. ↳ New companies won't build People teams - they will build Organisational Success teams. And of course, Tech will underpin all of this. Don't worry, it will enable the human touch we are all lacking atm. But HR as we know it? Gone. We need to bury it. Everyone hates it. Including HR. I think I will do a white paper on how I would build the "HR" of the future because how we are currently doing it, is 💩 It's a bit radical. But I think we need it. What would you add? Let me know in the comments!

The future of HR isn't just evolution - it's transformation. 🔄 Traditional HR models are becoming obsolete as workplace needs rapidly change. The shift to Organizational Success teams isn't just clever rebranding - it's a fundamental reimagining of how we support and develop our people. I'm already seeing HR pros stepping up: mastering data analytics, embracing tech, and becoming true strategic partners. This is exactly what we need - breaking free from outdated systems to create something that actually serves today's workforce. Looking forward to reading your thoughts on the core competencies needed for this new era of workplace support! 📊💡 Reposted from Jessie Schofer who's asking the right questions about HR's future.

The future of HR is dead… What a difficult statement to process. This thought provoking post challenges us to rethink traditional HR. From ditching the COE model to embracing gig workers, re-skilling, and focusing on Organizational Success Teams, it’s clear that we are on the brink of a radical shift. Tech will lead the way, but it’s the human touch that will make the difference. What are your thoughts? #HRTransformation #FutureOfWork #Leadership

Your perspective is bold, and I see where you’re coming from. HR as it traditionally existed—transactional, compliance-heavy, and isolated from strategy—should be buried. But rather than mourning, this is an opportunity to celebrate a much-needed evolution. Let’s break this down: • COE model is out. Agreed. Siloed Centers of Excellence have often created bottlenecks and inefficiencies. A more integrated, agile approach is already proving to be the future, where expertise is embedded directly into the flow of work. • Gig workers and project-based experts are in. Absolutely. The gig economy is thriving, and companies that don’t adapt to this reality will fall behind. But it’s not just about hiring gig workers; it’s about creating ecosystems that support them while aligning their work with organizational goals. • HR teams will start investing in re-skilling themselves. This is spot-on. The need for HR professionals to develop skills in data analytics, organizational design, and employee experience is urgent. HR professionals who resist this shift will struggle to remain relevant. • New companies won’t build People teams—they’ll build Organizational Success teams. I love this reframe. It’s not just semantics; it’s a shift in mindset. These teams will focus on enabling performance, fostering culture, and driving innovation rather than enforcing policies and maintaining processes. And yes, technology will underpin everything. But let’s not forget that tech is an enabler, not a replacement. The challenge—and the opportunity—lies in using technology to enhance the human connection, not automate it away. To your point: does “HR as we know it” need to die? Probably. But it’s less about killing HR and more about evolving it into something that organizations and employees value—a function that’s adaptive, strategic, and deeply human at its core. I’m not mourning the “death” of HR. I’m cheering on its reinvention.

'HR, as we know it, is dead' – a bold statement, and it resonates deeply with what many business leaders have been feeling. HR needs to evolve - not just in how it works, but in why it exists. The call for reinvention is clear, but let’s ensure we don’t lose the human essence while addressing tomorrow’s complexities. 1. COE model is out? Maybe, but specialisation will always have a place. The future could be about “Centres of Experimentation,” moving faster and more flexibly with business needs. 2. Gig workers and project-based teams? Absolutely, but how do we balance short-term talent with building cultural cohesion? Some roles need deep, long-term alignment to thrive. 3. Tech enables human touch? Only if it’s designed with empathy. Poorly implemented tech often does the opposite - creating distance instead of connection. Here’s the core: HR’s challenge isn’t just about new skills - it’s about rediscovering its purpose. Reimagining HR as Organisational Success teams could be powerful, but it needs to drive real impact for people and businesses alike. Reinvention isn’t about discarding the old - it’s about keeping the human in Human Resources. Looking forward to the white paper ! Excited to see where this conversation leads! #FutureOfWork #HRTransformation #Leadership #OrganizationalSuccess #PeopleFirst #BusinessWithPurpose #HRInnovation #EmpathyAtWork #WorkplaceCulture #AgileLeadership Jessie Schofer

I agree that HR needs to be changed, but lasting success depends on putting people at the heart of the transformation. When all stakeholders across the organisation are involved and silos are broken, we can create a culture where people drive meaningful change and innovation. Focusing on building Organisational Success teams that adapt, scale, and solve real challenges is key to unlocking the full potential of any organisation. Technology should amplify, not replace, the human touch—empowering teams to make a greater impact.