Shaping Tomorrow: Top HR Trends to Watch in 2025

The trend: In 2024, we witnessed the office become a site of tension as many organisations tried to roll out many kinds of different policies (with varying levels of success). We know that hybrid work, in some form, is here to stay. But it’s also true that the office isn’t going anywhere either. 

The data: Our Workforce Pulse found that 40% of desk-based employees view time in the office as inefficient. In the next year, we think organisations will continue to struggle with finding the right balance, but that teams will try to better understand when and how ‘proximity’ and ‘success’ are connected. 

What it means for you: Returning to the office is potentially one of the biggest change management projects that HR will need to take on in the year ahead. Clear communication and technology investments are going to be critical when it comes to optimising efficiency while supporting collaboration.

The trend: Over the past few years, we’ve seen corporate culture take a bit of a backseat to other pressing matters. But in 2025, we expect culture to be back in the spotlight in a big way. 

The data: According to some of the latest research from Gartner, 97% of CHROs want to change some aspect of their organisation’s culture — signalling a sort of cultural renaissance. 

What it means for you: Corporate culture has always mattered, and what we’re seeing now is the topic finding its way back up the to-do list. What we’ll likely see are more investments in transparency, revisiting benefits packages, and making office environments more inviting. There will also be renewed focus on things like ‘culture carriers’ — and leveraging leaders and employees to establish and amplify culture. 

What’s most exciting about this trend is that this is a topic where HR can truly take the reins and lead. The strategic importance of culture is only going to become more important, which may also help HR claim their seat at the executive table (if they’re given the time and opportunity).  

The trend: As AI becomes more and more embedded into how we work, both HR and organisations will need to think more intentionally about how to massage the changes that AI is making into their everyday work. If they attempt to do too much too fast, we could see a pullback that hinders progress. 

The data: According to data from Wiley, 40% of employees said they are struggling to understand how to integrate AI into their work — and 75% lack confidence in how to utilise it. While we know the AI revolution is here to stay, are we risking hitting an organizational breaking point for employees? 

What it means for you: Ultimately, we know that employees who are more comfortable with AI are more likely to get the most out of it. Organisations need to pivot from ‘mandating’ the use of AI, and figure out more collaborative ways to make people feel energised — and not exhausted — by this new technology. 

The trend: Many experts began 2024 by dubbing it “the year of the middle manager.” While that may still be the case, it’s also true that 2024 was a year extremely critical of middle managers. We’re now in a place where organisations are rethinking the role of middle management entirely. 

The data: While all of this remains a work in progress, Personio’s own research found that 27% of employers find skills shortages to be a top concern. One of the biggest gaps is in leadership skills. 

What it means for you: The fact is that younger generations, specifically Gen Z, are less interested in becoming managers. Organisations need to rethink career progression and how to best enable what are becoming known as ‘squiggly careers.’

The trend: Many HR professionals have already heard the term “working in silos” at some point in their careers, but how often did they feel it applied directly to them? Given all the other trends at play, we foresee 2025 as being the year of understanding — and tearing down — broader business siloes for HR teams. 

The data: Insights from Eightfold AI found that 8 in 10 companies report critical misalignment between their HR department’s initiatives and those of the broader business, contributing to an estimated $8.9 trillion in annual economic losses. A pretty hefty price tag for misalignment. 

What it means for you: The opportunity to tear down silos is a golden one for HR teams. It’s a chance to align HR work with overall business strategy, and recognize that everything from corporate culture, RTO, AI, and more all have an impact on the bottom line. Impact that HR teams can help realize. 

If they have the right data and insights to hand, HR teams can lean in on different parts of the business to ensure that people strategy and business strategy is aligned. But that’s only possible when teams have the tools they need to serve as a strategic partner. 

It’s hard to know which trends will come about in 2025, or what words we’ll use to describe them. To stay ahead of the curve, we’d recommend signing up for our weekly LinkedIn newsletter, “Personio Pulse: This Week in HR,” for all of the latest trends, what they mean, and if they’re worth your team’s time. 

Let us know what you think about any of these trends, or what is going to be on your radar for the year ahead. We’d love to hear from you and to know what’s top of your to-do list. 

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