Natalie Ellis, founder of consultancy Rebox HR, said there is a lack of support for HR in the rapidly changing world of work.
MHR's research reveals that skillsets for jobs have already changed by 25% since 2015. By 2027, this is expected to double.
She said: “Having suffered with this myself, it often feels like there is no HR for HR. It can be a lonely place, as we don’t want to admit it for fear of being seen as weak.
“The emotional load presented by the role of HR is only likely to increase given the constant changes with employment law and increased employee expectations. Sometimes the balance to please everyone is difficult to achieve.”
Read more: Burnout affects a fifth of UK employees as long-term sick hits record high
According to separate research by professional services consultancy Barnett Waddingham, over a quarter (28%) of HR leaders think there are too many demands on their time at work.
Julia Turney, partner at Barnett Waddingham, said a data-driven approach can help HR accurately prioritise employee concerns.
She told HR magazine: “It has never been more important for employers to take a data-led approach to their HR function. As employee demands increase, having the right intelligence at your fingertips is vital to ensure you can make informed and accurate decisions that benefit both your staff and organisation as a whole.
“HR directors and C-suite professionals should consider the tools available to support them in this respect, and work with partners to ensure they can effectively prioritise.”
Anton Roe, CEO at MHR, added that AI will be key to automating repetitive tasks and lightening HR’s workload.
He said: “AI was a stand-out theme for 2023 and it looks as though it is here to stay. As the adoption of AI becomes more widespread among businesses, HR leaders will need to review their processes to ensure it is a central theme of company strategy moving forward.
“Particular emphasis should be placed on reducing repetitive workload, improving data analysis and decision support. These are the areas that help to reduce workloads across HR organisations, reducing the risk of employee burnout as a result.”
