As HR professionals, we likely resonate with this statement: great talent is moving between positions and employers at a faster rate than ever. Early and frequent career transitions have become more common, and employees are constantly asking “what’s next” in their career journey. And we must ask ourselves the same question. At the same time, emerging forces are reshaping the future of organizations at a rapid pace. Navigating these changes and anticipating what lies ahead are now fundamental responsibilities of today’s human resources professionals.
HR leaders should be viewed as strategic advisors who understand current trends and people preferences and patterns to understand how emerging forces such as artificial intelligence, a multigenerational workforce, and evolving work norms impact their organization’s workforce. This foresight is key to attracting and retaining the best talent. It’s not just about solving today’s workforce needs but anticipating what’s coming. The big question leaders should be asking is, “What’s next?” Mindful organizational leaders challenge themselves, understanding that the actions that lead to current success are not the same as what will drive future success.
For HR leaders to effectively influence a future-minded talent strategy, we must take our seat at the table and engage hiring managers at all levels. Follow these three steps:
1. Immerse in Your Organization
HR professionals cannot afford to be narrowly focused on “HR things” but rather must be fully engaged with the goals, initiatives, and leadership values of an organization. To do this, seek answers to these questions: Where is the organization headed in the next three to five years? How do I engage the departments or teams I’m supporting in a holistic manner? What trends and activities are having the greatest impact on our ability to attract and retain talent?
Engage in conversations and be sure you are knowledgeable about your organization’s strategy, direction, and goals to best position yourself as a trusted, strategic partner. When fully immersed, HR leaders can better anticipate workforce needs and help shape the organizational strategy. Only by understanding the broader context can HR professionals provide meaningful input into talent planning and workforce development. Align your actions with the company’s strategic direction to anticipate upcoming demands and avoid being reactionary.
2. Position for Influence
You can’t answer “what’s next” if you’re not invested in relationships now. Engage with hiring managers and learn about their unique situations. By understanding their current team strengths and future needs, you can work with them on building strategic people plans. Ask hiring managers these questions: What are the most significant challenges you will face over the next two to three years to achieve your department’s goals and produce results? Who has potential and what skills do they need to advance and contribute more? What are you doing to understand and address the individual career goals of your team members?
Gathering this information will help identify where gaps exist and will allow you to partner with hiring managers to create targeted development opportunities for their teams. Offer solutions that blend immediate needs with long-term objectives, ensuring alignment between talent strategies and business outcomes. Encourage hiring managers to view their teams as evolving assets, capable of adapting to future challenges with the right guidance and resources. Demonstrating your value as an influencer by providing thoughtful and strategic solutions will solidify your role as a key player in shaping the future workforce.
3. Equip for the Future
As HR professionals, we recognize that exceptional talent is shifting between roles and companies faster than ever. With early and frequent career transitions becoming the norm, employees are continuously pondering their next career move. This self-reflection applies to us as well. Meanwhile, emerging forces are rapidly transforming the future of organizations. Today’s HR professionals must navigate these changes and foresee what lies ahead.
HR leaders should be regarded as strategic advisors, understanding current trends and employee preferences to determine how emerging forces like artificial intelligence, a multigenerational workforce, and evolving work norms impact their organization. This insight is crucial for attracting and retaining top talent. It’s about more than solving present workforce needs; it’s about anticipating future changes. The essential question for leaders to ask is, “What’s next?” Forward-thinking organizational leaders understand that the strategies behind present success aren’t the same as those needed for future achievements.
To influence a forward-thinking talent strategy, HR leaders must engage with hiring managers at every level. Here are three steps to achieve that goal:
