Break away from traditional operating models to achieve work outcomes.
The human resources function as we know it will hit a wall—if it hasn't already. The Future of Enterprise, Workforce, and How Work Gets Done have rapidly shaped a new Future of HR. A digital mind-set, relentless focus on the customer, advanced enabling technologies, and simplified, nimble ways of working are musts to achieve positive business outcomes.
HR operating models have evolved over decades with a trajectory of increasing business impact marked by changing brands from "personnel department" to "human resources" to "people function" and "employee experience." The function has advanced from necessary administrator to a supporting function with a seat at the table, to business partner, and—in some cases—to trusted adviser.
HR's evolution has generally progressed at the pace of business and largely met the needs of enterprises along the way—or has been close enough for organisations across industries to thrive. Yet, the future demands something different from enterprises—and their HR teams—with tremendous urgency.
Today, enterprises are swimming through nearly constant change. Disruption is simultaneously affecting the enterprise and its workforce with increasing demands from customers, constant productivity pressure from competitors, and threats from unexpected entrants to their markets. Digitisation and personalisation of our daily lives coupled with the introduction of enabling technologies in the workplace at an unprecedented pace and scale create wholesale changes in the landscape of business.
Revolutionary change is a must for HR to drive tangible work outcomes
Reimagining the work of HR is paramount and demands dynamic and digital ways of working, HR superjobs, and new capabilities
Traditional HR operating models are inadequate for the future
Exponential HR professionals and the enterprises they are part of will be adaptable, agile, architecting, and augmented
Our research and pragmatic experience with the world's leading enterprises create a window to the rapidly unfolding imperatives that every HR team should explore as part of navigating the route to the Future of HR and we share those key insights here.
What do Exponential HR superjobs looks like? Consider these examples:
Workforce experience architect
Orchestrates collaborative effort across the enterprise internally and externally to develop and curate the workforce experience to drive productivity, engagement, and positive employer brand.
- HR customer driven
- Organisational navigator
- Relationship curator
- Creative and innovative thinker
Brings together cross-disciplinary teams to create end-to-end solutions/products that meet workforce and enterprise needs, solve challenges, and drive value for customers and society.
- Innovation leader
- Digital advocate
- Design thinker
- Agile strategist
- Relationship manager
- Business outcome and continuous innovation focused
- Inclusive facilitator
Creates and sustains policies, programs, and processes, typically integrating HR functional areas that have historically been discrete and siloed.
- Dynamic innovator
- Product sherpa
- Marketing champion
- Domain knowledge
Discover more exponential HR superjobs.