Navigating people’s roles in the workplace

Over the past few years, changing workplace dynamics and the growing need for innovative technology solutions have shaped the role of HR leadership. Human resources leaders, on the other hand, are tasked with balancing business objectives, the priorities of their fellow executives, and the evolving expectations of their employees. Although this is a challenge, some human resources experts say this is an exciting time to lead the industry.

Paaras Parker, chief human resources officer at HR software platform Paycor, understands the importance of being both business-centric and people-centric. According to i4cp, this balanced approach is prevalent among HR leaders in high-performing organizations. This year’s key focus areas include culture, leadership effectiveness, and employee development.

HR professionals need to create environments that enable and empower employees to achieve and even exceed strong business outcomes, Parker says.

The evolving role of HR teams

“I think one of the most exciting things about working in human resources is that our roles are constantly evolving, because so are humans,” says Parker. “We serve people, so as people’s trends and expectations change, so will the role of HR.”

Parker says the human resources industry needs to learn from experience to be the best it can be now and in the months and years ahead. “The future of work is here,” she says, and HR teams need to adapt to the changing nature of work. This includes understanding business needs and strategies and assisting business leaders in developing and executing talent strategies that align with these goals for long-term success.

Good HR professionals accept the current situation and plan for the future, rather than designing new “future of work” roles that don’t yet exist. As the HR role becomes more specialized, Parker says three key areas emerge as the focus for HR teams.

  • A hub of expertise and experience: These groups develop methodologies and processes that drive scalable outcomes across the business.
  • Strategic Human Resources Business Partner: Employee-facing roles that leverage data to influence change, manage the evolution of workflows, and drive key outcomes such as engagement and retention.
  • Relationship with employees: This role is tasked with ensuring operational efficiency and providing support to employees through both positive and challenging times.

HR and technology for the future

paalas parker
Paaras Parker, Paycor CHRO

Each of these roles will rely on employee technology more than ever before. Parker says it’s important to find ways to make HR work easier with technology so that HR professionals can focus on HR work. For example, the ability to let technology manage time, expenses, and payroll helps people leaders focus on the conversations, goals, and outcomes that are important to success at work.

“There’s no need to be afraid of tools,” Parker says. “Try it, read it, and use technology a little every day.” HR teams need to embrace new solutions and spread time-saving practices to employees. According to newly released information from Mercer, Global human resources trends in 2024 According to the report, employees say a third of today’s work is “routine and repetitive,” and HR departments can help improve employee productivity and reduce the tedium of the day. It creates an opportunity to reduce the portion.

Parker says HR leaders need to be at the forefront of technology decisions that align with the needs of their teams and organizations. ! ”

Technology in the hybrid workplace

While some people prefer the flexibility of working remotely, many employees are currently missing the human interaction of a shared workplace. Mercer’s report found that most employees want some level of social contact, and nearly half would like to work on-site at least part of the time, even if the job could be done remotely. That’s what it means.

In these hybrid arrangements, Parker says technology can help facilitate one-on-one meetings, recognize team members around the world, and expedite the feedback process. “Technology-enabled tools save time and empower HR professionals and leaders to drive conversations that have a lasting impact on employees,” she says.

inclusive of all generations

HR tech can provide continuity no matter where an employee is throughout their career. Although headlines warn that today’s youngest professionals are not ready for work, Parker says Gen Z’s entry into the workforce is not that different from previous generations. Her advice is to identify what’s important to new generations without losing sight of what’s valuable to those already working.

Parker says this will be the “special sauce” to realize his vision for the future. “Leaning into what Gen Z knows and what they will bring, and combining it with the skills and capabilities that already exist, can move your business forward in meaningful ways.”

To learn more about the intersection of HR and technology, please visit: HREThe next HR Technology Europe will be held in Amsterdam on May 2-3. Click here to register.

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