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New Roles in Human Resources: 2025-2030
Examples of the new roles that are already developing in the HR Department:
Data Scientists and Machine Learning Engineers
- Data scientists and machine learning engineers will play a critical role in HR by creating predictive models that forecast talent needs, employee performance, and turnover rates. These models will enable HR to make data-driven decisions, anticipate future challenges, and proactively address workforce issues.
Organizational Psychologists and Business Strategists
- Organizational psychologists and business strategists will be essential for designing organizational structures that support business objectives and foster a positive work culture. They will align HR practices with broader business goals, ensuring that HR initiatives drive success.
Change Management Experts and Communication Specialists
- Change management experts and communication specialists will guide HR through transitions, whether they involve restructuring, HRIS implementation or cultural shifts. Their skills will ensure that changes are managed smoothly, with clear communication and minimal disruption.
HR AI Specialists and HR Technologists
- AI specialists and HR technologists will be responsible for integrating advanced AI tools into HR processes, such as recruitment, performance management, and employee engagement. Their work will automate routine tasks, provide valuable insights, and enhance HR’s strategic capabilities.
Overview of the webinar
The role of the individuals in the human resource department will undergo significant transformation, driven by advancements in technology and changing workforce expectations.
One major trend will be the increasing use of AI and automation in HR processes, which will streamline tasks like recruitment, training, and performance management.
Another top priority will be the employee experience, with companies realizing that a positive and personalized experience leads to higher productivity and longer retention.
The focus of human resources should be on transforming the function into a forward-thinking, strategically aligned powerhouse that drives the company forward. This includes a transition from reactive problem-solving to a more strategic role as, HR departments undergo a fundamental shift in mindset, processes, and tools.
As part of this transformation HR will need to integrate advanced technologies and specialized expertise. Roles like the HR generalist role will disappear and new roles will appear such as data scientists, organizational physiologists, business strategists, change management specialists and communication experts.
Who should attend?
- HR Managers and Directors
- HR Business Partners
- HR Technology Managers
- Employee Relations Specialists
- Talent Acquisition Managers
- Organizational Development Leaders
- HR Compliance and Risk Officers
- Learning and Development Managers
Why should you attend?
To be relevant, HR needs to demonstrate that it makes a contribution at all levels. This involves ensuring that the management team is supported in their attempts to manage.
At the same time HR has to ensure that employees are motivated, supported and developed. This can only be done through the management team.
The out-of-date approach says that HR is visible and controlling, requiring the rest of the organization to follow policies developed within the HR function.
The up-to-date approach is that HR facilitates and supports assisting the management team in efforts to improve productivity and commitment. HR is at the center of change efforts but change itself is handled by and through the management team. In this way, change is more effective and longer lasting.
However, this approach requires a new type of HR function with new practices and a series of new skills within the HR team. This webinar will examine the types of roles and the skills needed for the new HR function.
Faculty - Dr.Greg Chartier, SPHR, GPHR, SCP
Dr. Chartier is the Principal of HRinfo4u, a human resource consulting firm, and a well-known educator and speaker. As a consultant, he works with organizations to improve the effectiveness and efficiency of their human resource function. He has worked extensively in designing, developing, and implementing human resource programs, procedures, and systems for smaller and mid-size firms up and down the Hudson Valley.
Greg is a thought-provoking professional speaker and his wisdom and insights into management and leadership make him an electrifying speaker and seminar leader. His seminars are customized to reinforce the company mission, vision, values, and culture and the content is practical for team leaders, managers, supervisors and executives alike.
Credits
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org