I started my career in HR 10 years ago, supporting managers and candidates through the recruitment journey. Fast forward a decade and I have a master’s in HR management, CIPD membership and I’ve worked across areas including policy, employee relations and business partnering. Currently, I lead the delivery of the council’s workforce strategy.
Over the next five years, AI has the potential to transform the world of work. HR will have a key role in supporting, advising and guiding approaches to the strategic, ethical and effective use of AI.
Read more: Why maintain skills when AI can do it all for you?
It is crucial that HR keeps up with the pace of AI so that we, as a sector, have a good understanding of how AI can impact people, jobs and business outcomes, as well as identifying and mitigating risks.
When I retire, HR will still be tackling lots of the same issues: driving diversity, equity and inclusion (DEI), developing world-class leaders and managers, and influencing the wellbeing agenda. However, strategic human resource management will remain at the top of the agenda.
HR will continue to influence and shape people strategies to ensure businesses have the right people, in the right place, with the right skills, at the right time and at the right cost. Ultimately, HR will ensure that businesses are in the best position to achieve their goals.
I am passionate about DEI. I believe HR has a fundamental role in promoting the importance, benefits and impact of DEI.
However, it is important to draw attention to the significant lack of diversity within the people profession. We must do better and do more to understand the barriers that under-represented groups face, and work to increase the diversity of the profession.
This will improve the profession, build credibility (walk the talk) and ultimately lead to better outcomes for the people we are supporting.
This article was published in the May/June 2024 edition of HR magazine.
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