Evolving and New HR Roles! What's Coming in the Next 5-7 Years! Will You be Ready?

Evolving and New HR Roles! What's Coming in the Next 5-7 Years! Will You be Ready?

The future of work is here! As technologies continue to advance, so does the landscape of how we conduct business. Some of these roles are already active in many HR realms and will continue to evolve alongside technology and AI. Others will emerge over the next 5-7 years and drive workplace innovation. Here are a few you can expect to see on the ‘near-future’ horizon.                         Will you be ready?

HR Business Continuity Director

The HR Business Continuity Director will ensure that HR operations are maintained during a crisis or emergency. Responsibilities include developing contingency plans, performing risk assessments, mitigation planning, personnel continuity training, and coordinating recovery efforts to keep the HR functions and services running smoothly. Business continuity is certainly not a new organizational function, but we are now seeing more of this specialization evolve in the various business lines and integrate efforts with organizational business planning activities. 

Chatbot and Human Facilitator

Chatbot and Human Facilitators will oversee the integration and interaction between AI chatbots and employees. They will ensure seamless communication, troubleshoot issues, develop language paths and people interaction configurations, and enhance chatbot capabilities to improve employee support services. This technology runs 24/7, improves efficiencies, offers consistent and quick resolutions, and gathers data on employee inquiries that can help HR identify trends, training programs, and areas for improvement.

HR Data Detective

HR Data Detectives (a.k.a data architect, intelligence officers, analytics specialists, etc.) are a growing breed within HR. They analyze HR people data to uncover patterns and insights that can drive strategic decisions and planning efforts. Duties involve data mining, predictive analytics, statistical and trend analysis, and providing actionable recommendations to managers and leadership with the goal of improving people operations, workforce management, planning, and productivity.

Bias Officer

The Bias Officer will collaborate closely with the Diversity, Equity and Inclusion speciality of HR, and will be responsible for identifying and mitigating biases within HR and the organization. This role will be responsible for implementing strategies to ensure fairness in recruitment, promotions, compensation, and performance evaluation, and the role will help leverage the use of AI tools to detect and address biases.

Future of Work Leader

The Future of Work Leader will guide the organization in adapting to new work models. Responsibilities include researching emerging trends, implementing flexible work arrangements, integrating new technologies, managing aspects of organizational change, and anticipating training needs to prepare the workforce and optimize productivity and employee satisfaction.

Workplace Environment Architect

Workplace Environment Architects will design and implement workspaces that enhance employee comfort, safety, well-being, and productivity. They will focus on creating flexible, ergonomic, and tech-enabled environments that cater to diverse work styles and needs, including recommendations and support for hybrid, remote and international worker spaces.

VR Immersion Counselor

VR Immersion Counselors will collaborate with IT, Marketing, HR, and Communications to develop and facilitate virtual reality employee onboarding, business orientation, meetings, and training programs. This 3D learning will provide immersive business and learning experiences and ensure employees are acclimated and proficient in using VR tools and platforms.

Human Network Analyst

Human Network Analysts will study the social networks within organizations to enhance collaboration and communication, using network analysis tools to map people interactions and recommend strategies to improve teamwork, collaboration, support, navigation, and efficient information exchange.

Genetic Diversity Officer

The Genetic Diversity Officer will focus on promoting genetic diversity and inclusion within the workforce. Duties include developing policies and DEI initiatives by valuing different perspectives and abilities for innovation. Personalized health and wellness programs, informed by genetic diversity, can improve employee well-being and reduce healthcare costs. Customized learning and development programs will adjust for genetic learning preferences, boosting engagement, abilities, and job performance.

Distraction Prevention Coach

Distraction Prevention Coaches will help employees minimize distractions and improve workplace focus. They will provide training on time management, workplace mindfulness, positive social media tactics, and create distraction-free work environments, remote worker engagement strategies, and offer personalized productivity coaching. 

Director of Wellbeing

Another position that has been around for years and will continue to develop and adapt with growing technologies and workforce change. The Director of Wellbeing is responsible for developing comprehensive wellness programs, overseeing physical, mental, and emotional health initiatives, ensuring that employees have access to resources that support their overall well-being.

Enablement Coach

Enablement Coaches will focus on empowering employees with the skills and tools needed for their success. They will provide training, mentorship, guidance, and support to help employees develop and grow in their careers and achieve their professional goals.

Head of Business Behavior

The Head of Business Behavior will analyze and influence organizational culture and employee behavior. They will implement programs that promote positive workplace behaviors, align actions with company values, and foster a supportive, fair, honest, and ethical environment.

Are you ready to be at the forefront of HR innovation? In the next 5-7 years, these HR roles will play a crucial part in shaping the future of work. As AI and other technologies continue to evolve, HR professionals must adapt and innovate to meet changing workforce needs and the needs of their organizations. Embrace the future of HR. Don't just adapt—lead the change!