For HR, Challenges Abound and Innovation is Key

The world of Human Resources is facing an unprecedented season of change as technology and innovation are constantly disrupting the environment and introducing new challenges faster than professionals can resolve the last one.

In an already and often under-appreciated department, this can cause professionals in the industry to feel overlooked and lacking support.

The HR industry is filled with renaissance women and men; required to know a lot about a lot – all while keeping up with an ever-evolving landscape and a workforce attempting to function within it.

At TZR, we understand the unique set of challenges that come along with working in the field of HR and set out to help our clients understand where to anticipate these roadblocks and how to hire the right people to help navigate them.

What are HR professionals facing in 2025

To start, it is important to understand what HR professionals are facing as we enter 2025. A few challenges include:

Adopting and adapting to AI

Employees now use AI to help them with their work (often without letting their employers know) and many worry their roles will become obsolete because of AI adoption. This uncertainty is compounded by the fact that AI is still in its infancy and evolving daily

Skills Mismatch

Organizations are struggling to clearly identify and anticipate the skills needed in the medium and long term, thereby failing to proactively address the skills gap. This leaves them vulnerable to decreased productivity, innovation, and competitiveness in the evolving market.

Shifting Talent Dynamics

Economic uncertainties, demographic shifts, and modern societal expectations are redefining the workplace. With these factors at play, organizations face both challenges and opportunities in building a resilient and motivated workforce.

Are you keeping up?

Add these to the list of what HR professionals are already managing – employee relations, negotiations, disputes, compensation/benefits, and employee well-being, to name a few – it’s easy to see why the industry is transforming as rapidly as the world around us.

“Human resources have evolved from a support function to a pivotal component of organizational strategy. A HR leader’s responsibilities go beyond simply overseeing employees inside the boundaries of an office to include navigating the complexity of a worldwide workforce”.

HR takes the lead – make sure you select the right leader

It’s clear that finding the right fit to lead and execute your business’s HR objectives should be a top priority during any search process.

When filling key positions within this department – including C-Suite level roles like Chief People Officer or CHRO – consider what a vital function this role will have in the overall success of your business.

• “The daily responsibilities of a CPO are no small feat. This person is essentially the highest position within the human resources department. They must connect the work an employee does with the corporate mission and vision of the business, or else they risk leading a team of complacent and apathetic employees who feel no strong incentive to respond to market changes and source company growth.”

• “… fostering a culture of high-performance and high engagement both within the C-suite and across the entire organization. Concurrently, they are helping the CEO bring the culture of the company to life so that the organization is living up to its values and creating a space where every employee feels appreciated and empowered to do their best work.”

What it takes to be a HR leader

It goes without saying that, given the value of this position, the list could go on and on, but here are a few qualities to look for when hiring leaders in the HR space – here’s the playbook according to Founder’s Circle:

#1 Business Acumen

CEOs might believe they need to hire a deeply experienced HR leader. While HR or business partner experience is important, a great CHRO isn’t just focused on or knowledgeable of the People function. A CHRO candidate has to understand or demonstrate the capacity to contribute to the growth of the entire business. Remember that this is a C-level position and, as such, CHROs should be expected to meaningfully contribute to every aspect of the organization.

#2 Willingness to Embrace Uncertainty

A great CHRO has to be comfortable leading through uncertainty and problem-solving with both empathy and objectivity. They have to be willing to admit what they don’t know, which is why the best CHRO candidates lead with asking good questions rather than providing prescriptive answers.

#3 An Exceptional Listener

It might sound obvious but the ability to listen is critical to success in this role. CHROs have to lend an ear to both the executive team and each and every employee in the organization. They’re constantly listening for signals that indicate an underlying issue or opportunity to improve workplace culture and then operationalizing a strategy.

#4 Passionate About People

CHROs have to have a high emotional intelligence and a belief that every individual at the company matters. Ideally, this quality will be revealed through examples of programs or policies a CHRO has implemented at prior organizations to support employees in the workplace. However, CEOs should also probe deeper to understand a CHRO candidate’s philosophy on the People function and vision for the ideal employee experience.

TZR sees HR like no one else At TZR, we know the world of Human Resources in and out – and we make it our priority to keep up with the rapid-fire changes the industry faces day in and day out. Whether building out an entire department or looking to change the direction at the leadership level, we are here to help you find the perfect fit, every time.