HR or Human Resources exists to ensure that companies hire and retain the right staff.
But as tech becomes more central to our lives, and UK companies battle higher taxes, bigger economic struggles and international uncertainty, how do companies plan to keep the right people?
To find out, we asked the experts. Here’s what they had to say…
Our Experts
- Emma Cromarty, MCIPD from EC Human Resources Ltd
- Anna Williams, HR Director at Pretty Moment
- Lily Wang, HR Director at Srlon
- Linda Moore, Head of HR at Slipintosoft
- Gianluca Ferruggia, General Manager at DesignRush
- Chris Estrada, CEO & Founder of Nationwide United Auto Transport
- Nikolaz Foucaud, Managing Director EMEA at Coursera
- Jo Werker, CEO of Boostworks
- Louis Perkins, People Lead at Seed
- James Uffindell, CEO and Founder of Bright Network
- Sheryl Steele, Director of Operations and Performance at PayCaptain
- Bruce Rose, Head of Strategy at Envoku
- Job van der Voort, CEO and Co-Founder of Remote
- Neil Armstrong, Chief Commercial Officer at Tribepad
- Carolyn Miller, UK Head of HR at Capgemini
- Niamh Graham, Senior Vice President of Human Experience at Workhuman
- Emma-Claire Kavanagh, Managing Director for BIE Executive’s People & Culture Practice
- Vincent Belliveau, Chief International Officer at Cornerstone OnDemand
- Dustin Burgess, Senior Vice President of Strategic Advisory at Magnit
- Karoli Hindriks, Co-founder and CEO at Jobbatical
- Graham Glass, CEO at CYPHER Learning
- Mason Potter, Co-Founder at Grateful
- Gosia Adamczyk, VP of Human Resources at Verve
- Dr. Lindsey Zuloaga, Chief Data Scientist at HireVue
For any questions, comments or features, please contact us directly.
Emma Cromarty MCIPD from EC Human Resources Ltd
“Predictions for 2025 employers will be cautious in employing people, they will think twice about it due to the higher costs to employing people with Ni and min wage rising and also the added risk (day one rights). This could increase unemployment and have a negative effect on the economy. Zero hour contracts changes will make it harder for businesses to utilises these the way they need to and again they will be very cautious when hiring staff.
“Employment tribunals will increase as a natural response to day one rights. Younger people will find it harder to find employment due to the nmw changes planned. Employers will think twice about employing unskilled young people if they have to pay the same rate as experienced employees.”
Anna Williams, HR Director at Pretty Moment
“When envisioning the HR landscape in 2025, I predict an elevated emphasis on employee wellness, with businesses recalibrating their HR protocols to embed health and wellness as core business values. The lessons from the pandemic will trigger the integration of comprehensive wellness programs into the HR frameworks to drive productivity and employee satisfaction.
“The role of HR will largely transform into a strategic business partner, armed with the wider deployment of advanced HR technologies. Predictive analytics will play a bigger role in guiding talent management, retention strategies, and leadership development. The traditional hiring process will likely morph to accommodate advancements like AI-based skill matching and remote onboarding protocols. My experience at Pretty Moment has shown me that these adjustments lead to improved operational efficiency and lower turnover rates – trends I believe will become dominant by 2025.”
Lily Wang, HR Director at Srlon
“In 2025, I see Human Resources becoming even more strategic and data-driven. As the HR Director at Relyir Artificial Grass with over 15 years of experience, I believe artificial intelligence will play a pivotal role in HR processes, from recruiting to benefits management. Through AI, we’ll witness uncanny efficiency in talent acquisition, with a substantial reduction in time-to-hire.
“Employee engagement initiatives will go virtual, with gamified platforms providing an immersive experience to remote teams. The focus will be on personalized engagement strategies based on predictive analytics, enhancing productivity and retention rates. I also foresee a comprehensive overhaul of compensation and benefits design, with enhanced emphasis on mental health resources, flexible working hours, and remote work facilities.
“Sustainability will be paramount, not just in policies but also in day-to-day operations and company culture itself, integrating the concept of ‘green HR.’ These are just glimpses of the HR transformation we can expect by 2025.”
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Linda Moore, Head of HR at Slipintosoft
“As we venture into the future, the field of Human Resources is anticipated to undergo significant shifts. By 2025, I expect to see a deep integration of AI and machine learning in talent management, enhancing the efficiency of recruitment processes and employee engagement programs. The incorporation of advanced data analytics will also allow HR professionals like me to develop human capital strategies backed by predictive analytics, resulting in improved performance management.
“Moreover, a greater emphasis on employee well-being will become critical, largely driven by the aftermath of the pandemic. This means more remote working, flexible scheduling, and increased investment in mental health resources. Lastly, as people become more discerning about their employers’ CSR commitments, sustainability will take center stage in HR’s strategy, fostering a culture of corporate social responsibility to attract and retain talent.
“While the future of HR is evolving rapidly, it promises exciting opportunities for businesses to nurture their employees’ growth and overall satisfaction.”
Gianluca Ferruggia, General Manager at DesignRush
“By 2025, I foresee the HR sector becoming vastly data-driven and predictive analytics will hold the centre stage in decision making. An amplified use of AI in recruitment will gather momentum, streamlining the process, combating biases, and enhancing employee compatibility. This could manifest as intelligent bots conducting first-round interviews, or sophisticated software predicting employee turnover.
“The rise of remote workforces presents unique challenges but also opportunities to embrace diversity and inclusion on a global scale. I anticipate a surge in investing into comprehensive digital onboarding and employee engagement platforms to maintain team cohesiveness in remote settings. The future of HR lies in the union of technology and emotional intelligence, where predictive analytics meets empathetic leadership.
“In my role at DesignRush, a fully remote company, we’ve been navigating these shifts firsthand. We have integrated AI-based tools in our recruitment process and have a multinational team, experiencing the benefits of global talent diversity.
“All predictions imply that HR in 2025 will be progressively digital, predictive, and inclusively global.”
Chris Estrada, CEO & Founder of Nationwide United Auto Transport
“As a seasoned CEO and expert in business and human resources, I’ve noticed 2025 will likely see a seismic shift in how HR operates, particularly in relation to remote work and automation. Based on my extensive experience, I anticipate greater workforce diversification and more flexible work arrangements, as businesses continue to adapt to remote workstations, a trend accelerated by the Covid-19 pandemic.
“Additionally, the use of automation in HR will scale up, with AI-driven tools handling tasks such as recruiting, onboarding, and workforce planning. This doesn’t mean the human touch will be lost – quite the contrary. HR professionals will pivot their role towards fostering company culture, employee engagement and well-being, contributing to a more resilient and adaptable workforce amidst the challenges of the evolving work landscape.
“Predicting trends like these not only prepares our industry for the future, but aids in shaping it, ensuring a balance between advancing technology and retaining human-centric HR operations.”
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Nikolaz Foucaud, Managing Director EMEA at Coursera
“With the UK higher education sector facing financial challenges and the university fee cap increasing to £9,535 a year, we’re seeing a significant shift in career pathways. This transformation is already underway, with data showing 54% of employers are now prioritising skills over traditional credentials in their hiring decisions – a direct response to both market forces and the changing nature of work.
“To stay competitive in this new landscape, universities need to evolve their offering, and we’re seeing this evolution happen through industry microcredentials that bridge the gap between academic learning and workplace demands. These credentials, which blend university content with practical, job-relevant skills, are gaining significant traction – with 97% of education leaders stating they strengthen career outcomes. As we move into 2025, I expect this trend to accelerate dramatically, with employers and learners increasingly choosing these flexible, skills-focused pathways to advance their careers.”
Jo Werker, CEO of Boostworks
“In 2025, HR will need to focus heavily on recognition to improve retention. While 70% of employees say recognition is essential, sadly only 42% receive it regularly from their CEOs. Closing this gap will be critical in fostering loyalty and engagement.
“HR will also evolve by offering more tailored and personalised benefits. Employees will expect recognition for milestones like work anniversaries, birthdays, and significant life events such as adopting a child. Millennials and Gen Z, in particular, are advocating for progressive benefits like student loan repayment assistance and mental health support to complement traditional offerings.
“A shift in priorities is also redefining HR strategies. Career progression was once central to engagement, but today’s workforce is more concerned with immediate support – how rewards and benefits can help them navigate financial challenges and reduce everyday costs.
“Moreover, HR will need to double down on non-monetary recognition, including wellbeing programs and peer-to-peer appreciation initiatives. By evolving in these areas, HR can address the changing expectations of a diverse and dynamic workforce.”
Louis Perkins, People Lead at Seed
“Progressive companies are increasingly recognizing that HR is a cornerstone of business success. It’s no longer just about managing paperwork and policies; a forward-thinking HR strategy can drive innovation, nurture a strong workplace culture, elevate workforce quality, and support long-term financial goals.
“At Seed in Brighton, we’re a registered B Corp and this has taught us many valuable lessons about being committed to pushing the boundaries of what modern HR can achieve. Our progressive model focuses on skills-based hiring, empowering self-managed teams, and offering truly flexible working agreements—including our 4.5-day workweek. This approach has delivered measurable positive results, and we believe the traditional 5-day workweek is on its way out. Employees are embracing the benefits of real work-life balance, and businesses are beginning to see that what truly matters is the quality of the work produced, not the number of hours spent at a desk.
“Work-life balance is no longer a luxury—it’s a necessity. If the pandemic taught us anything, it’s the importance of adaptability. Businesses were forced to pivot quickly, exposing weaknesses in rigid structures and slow decision-making processes. Moving forward, the ability to remain agile will be just as critical as cultivating a happy, productive workforce.”
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James Uffindell, CEO and Founder of Bright Network
“HR in 2025 will be defined by managing large volumes of job applications, especially when it comes to graduate schemes, many of which will sound similar due to using the same AI tools. As this challenge grows, HR teams will need clear guidelines in place to effectively balance AI usage with human insight. Adopting AI in HR will go beyond just automating tasks—it will require organisations to have open conversations about AI’s role and its broader implications.
“In 2025, organisations will need to embrace a holistic approach to technology. While AI will help streamline the process by identifying potential candidates quickly, it can’t replace the human touch. The power of face-to-face interaction will be stronger than ever, as companies recognise that the most important soft skills—such as resilience, communication, and adaptability—are best assessed in person.
“HR teams will need to lead with guidelines that use AI to enhance the recruitment process, while still prioritising the essential human aspects of hiring. By balancing the efficiencies of AI with supportive guidance, organisations will attract and retain top talent in a rapidly evolving job market.”
Sheryl Steele, Director of Operations and Performance at PayCaptain
“Looking ahead to how HR might evolve in 2025, there are 10 key trends that we see potential in, including: enhanced automation and AI integration; future-proofing through innovation; financial wellbeing as a differentiator; personalisation in employee experience; gradual adoption of AI by sceptics; shift from managed to in-house (or more collaborative) payroll models; legacy tech will struggle to keep up; expanding ecosystems through partnerships; automation as a benchmark; and a growing importance for real-time analytics and insights.
“Companies looking to stay ahead will increasingly adopt cutting-edge technologies that leverage AI. Organisations hesitant about AI will begin experimenting with its potential in 2025, and this exploratory phase could translate into increased adoption and stronger market traction for AI-driven solutions.
“In 2025, payroll tech will increasingly focus on personalisation, offering employees tailored financial insights, budgeting tools, and access to custom financial education. The ability to automate processes will become a key differentiator for technologies, with providers being evaluated based on their automation capabilities and operational efficiency.
“Advanced analytics will also become standard, enabling HR and payroll teams to gain actionable insights into employee behaviour, payroll trends, and cost management in real-time.
“Financial wellbeing will also become a core consideration when selecting tech – prioritising features that deliver holistic solutions to benefit employees all round.”
Bruce Rose, Head of Strategy at Envoku
“Throughout 2025, Human Resources will increasingly rely on digital tools and AI to streamline processes and make data-driven decisions. However, this technological shift cannot come at the expense of human connections—especially as younger generations enter the workforce seeking meaningful engagement and loyalty from their employers. While AI can enhance recruitment and personalise employee experiences, it risks reducing individuals to mere data points if not implemented thoughtfully.
“Modern companies will need to balance the efficiency of digital tools with genuine human interaction. Building loyalty and keeping talent will depend on recognising employees as unique individuals rather than commodities objectified by algorithms. This means fostering a culture that values open communication, personal growth, and well-being. HR professionals will play a crucial role in ensuring that technology serves to enhance, not replace, the human element in the workplace.
“Globalisation and the prevalence of remote work will require HR strategies that effectively manage diverse cross-border teams. Addressing challenges such as regulatory compliance and cultural integration will be crucial in building cohesive and productive teams spread across different regions. HR professionals will need to develop skills in cross-cultural communication and create inclusive environments that respect and celebrate diversity.
“The evolution of HR throughout 2025 will be defined by how well organisations integrate advanced technologies while preserving and enhancing human relationships. Success will come to those who use digital innovations to support their workforce holistically, building strong, loyal teams in an increasingly digital world.”
For any questions, comments or features, please contact us directly.
Job van der Voort, CEO and Co-Founder of Remote
“As we approach 2025, the HR landscape continues to evolve beyond traditional boundaries. While some companies are pushing for return-to-office mandates, the global workforce expansion trend remains robust, driven by the need for diverse talent and specialized skills. At the forefront of this evolution is the integration of comprehensive workforce management solutions that break down conventional departmental silos.
“Organizations are increasingly adopting unified platforms that seamlessly handle everything from global payroll to contractor management. This integration is particularly crucial as companies continue to build diverse, distributed teams across multiple regions.
“Compliance remains a critical focus, with organizations leveraging sophisticated technologies to navigate the complex web of international labor laws and regulations. However, the most significant shift is perhaps the growing emphasis on employee experience. Companies are investing in tools and processes that enhance every aspect of the employee journey, from remote onboarding to performance management.
“Success in tomorrow’s HR landscape will belong to organizations that can effectively balance technological advancement with human-centric approaches, while maintaining agility in an increasingly borderless business environment.”
Neil Armstrong, Chief Commercial Officer at Tribepad
“We’ve been talking a lot about ‘tech for good’ and it’s an industry that is growing at a rapid rate. In 2025, technology will be central to tackling key recruitment challenges like bias and ghosting, creating fairer, more efficient hiring processes – and AI will play a huge role.
“Bias in hiring, whether unconscious or systemic, remains a significant issue -one that our research shows 90% of people have experienced. When carefully designed and monitored, AI systems can evaluate candidates based solely on their qualifications, experience, and potential, removing unconscious human prejudices from the equation. Features like anonymised CV screening, intelligent job matching, and diverse candidate recommendations can open doors for individuals who may have been overlooked in traditional processes.
“AI will also tackle ghosting by automating consistent and meaningful communication. Chatbots and natural language processing tools can engage candidates in real-time, provide updates on their application status, and even offer tailored feedback. This keeps candidates informed, engaged, and respected, building trust in the hiring process.
“For HR teams, AI can handle repetitive tasks like scheduling interviews or shortlisting candidates, allowing recruiters to focus on the human aspects of hiring—like building relationships and assessing cultural fit. At the same time, AI-driven insights can help organisations forecast talent needs, identify trends, and make more strategic decisions.
“At Tribepad, we see technology as a way to enhance—not replace—the human aspects of recruitment. It’s about supporting HR teams to deliver fairer, faster, and better hiring, so organisations can build diverse, talented teams while offering every candidate the respect and clarity they deserve.”
Carolyn Miller, UK Head of HR at Capgemini
“In 2025, HR professionals will be more proactive and forward thinking: HR professionals need to be forward-thinkers to remain relevant to the business they support. In our fast-paced world, understanding how work environments and employee expectations have evolved at such speed over the past few years is key. By anticipating future trends, HR can adapt strategies to meet new demands and stay ahead of the curve. This includes understanding how shifts in technology, such as AI, might alter roles and required skills, and preparing for these changes in advance.
“It’s all about being proactive rather than reactive, ensuring smoother transitions and better handling of unexpected challenges. This approach supports long-term success and keeps the company agile and competitive.
“Employee wellbeing and mental health will be an even bigger priority in 2025: With increased awareness of mental health – in particular areas like neurodiversity – and the pace of change in our working lives, companies are investing more in wellbeing programmes. Not only to support the health of the organisation but because it’s the right thing to do for their employees. Hybrid working will continue in one form or another across the UK, so fostering a sense of belonging and team cohesion is essential.
“Across the industry we have seen an increasing trend towards proactive health monitoring that will continue in 2025. Preventive health support, like regular health assessments, will help catch issues early, ensuring a healthier and more productive workforce. It’s important to build wellbeing programmes that are inclusive and cater to diverse needs such as menopause support and access to fitness. It’s all about making sure every employee feels supported and valued.
“Employers will start embracing a diverse and multigenerational workforce: By recruiting from a wide range of demographics, they can tap into a broader range of experiences and perspectives, which is crucial for innovation. A step in the right direction is that many employers are exploring approaches to eliminate age bias at the recruitment stage, such as making job descriptions less focused on how many years of experience an individual has, and more on their skills and competencies.
“Investing in continuous learning and development to upskill and reskill current employees maximises their potential and helps incubate new skills within the organisation. Programmes that encourage lifelong learning will be essential, and companies should strive to build a culture that values not only excellence and progression, but adaptability and openness to new opportunities. As is clear from the past decade, the skills in demand today will not be the same in five years’ time. Proactive planning for future skills requirements and regularly updating training programmes will equip employees to be more resilient and adaptable and align the workforce with evolving industry trends.
“The human element of HR will be more valuable than ever: In 2025, the role of AI in recruitment will be a hot topic. While AI can streamline processes and identify suitable candidates efficiently, it’s important to address potential biases and ensure fairness and transparency. However, in the face of recent advances in technology, the human element of HR will be more valued than ever. Keeping people at the heart of HR operations, ensuring meaningful connections, and avoiding over-reliance on technology will be crucial. The HR industry’s greatest asset is its people, and human judgment is essential for nuanced decision-making and building relationships that help a workforce flourish. AI can handle routine tasks, but it’s the human touch that truly makes a difference.
“Skills-based hiring and the move away from traditional qualifications-based recruitment will become more prevalent to broaden talent pools. Career paths will become flexible with the so called “squiggly career” taking prevalence in a VUCA world. Data-driven decision-making and predictive analytics will enable HR to be on the front-foot around changing dynamics in the workforce and maximise their value to the business.”
For any questions, comments or features, please contact us directly.
Niamh Graham, Senior Vice President of Human Experience at Workhuman
“In 2025, HR leaders will play a central role in shaping company strategy by using AI to make smarter, data-driven decisions that deliver real results. AI will go beyond automating routine tasks like hiring or paperwork, it will unlock insights into employee engagement, company culture, and performance that were previously hard to access. This will help HR leaders spot skill gaps, predict turnover, and identify high-potential talent, enabling them to address challenges before they arise. The result? Better retention, stronger leadership, and improved productivity.
“But AI is only as good as the data it works with, and a lack of accurate, human-driven data is still a major obstacle. That’s why it’s critical for HR teams to have the right tools to keep up with AI advancements. Peer-to-peer employee recognition programs are a great example of how to get the right data to drive business success. They not only boost workplace culture but also provide meaningful data about collaboration, employee strengths, and cultural impact. AI can analyze thousands of recognition messages in seconds, helping HR uncover trends, highlight standout employees, and spot opportunities for growth, leading to better business outcomes.
“To make the most of AI, companies need flexible strategies, the right tools, and a focus on results. With this approach, HR can shift from support roles to driving real strategic business growth in 2025 and beyond.”
Emma-Claire Kavanagh, Managing Director for BIE Executive’s People & Culture Practice
“With new policies on the horizon, including Labour’s Employment Rights Bill and the EU Pay Transparency Directive, the HR function is going to become highly policy-driven over the next 12 months. Chief People Officers (CPOs) will need to be compliance-savvy and prepare their businesses for the changes to come, if they are to avoid fines and reputational damage. As a result, we expect to see high demand for interim compliance experts who can step in and help organisations to apply new legislation without too much disruption to the workforce.
“CPOs will need to balance these legislative changes with a continued focus on business transformation, which is set to increase in 2025 and beyond. HR departments will be busy nurturing a learning culture within their businesses and making sure that teams are developing the technical skills needed to support any change; while also helping leaders to communicate with their workforce in a considerate manner.
“The CPO role will continue to be broad and complex in the coming year, requiring a strategic mindset and an eye for compliance, paired with strong communication skills in order to support people and businesses through change.”
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Vincent Belliveau, Chief International Officer, Cornerstone OnDemand
“HR has become a strategic partner in cultivating an organisation’s most valuable asset—its people. Now, there is a spotlight on HR to deliver measurable return of investment (ROI), proving its role as a business driver and growth, not merely a support function and a cost centre. An example of a financial and HR discussion to come will be around topics like the impact of the UK Budget announcement, which included significant changes in National Insurance tax employer side. Many UK businesses will reconsider their financial strategies and HR will be part of that discussion. HR need to build agile workforce models, enabling rapid pivots to meet evolving customer, business and employee needs.”
Dustin Burgess, Senior Vice President of Strategic Advisory at Magnit
“Economic uncertainty and political shifts will continue to influence recruitment dynamics and employers will face challenges in specialised, high-demand roles like IT, cybersecurity and project management. The market faces intense competition for specialists in cybersecurity, AI implementation, and digital transformation. Currently, 25% of IT project managers and cybersecurity engineers change jobs annually – nearly double the national average of 15% – indicating a highly mobile talent pool.
“The ongoing talent shortage has given workers new career advantages and flexibility. Rather than just being job seekers, they’re now job choosers. These roles will remain competitive, requiring strong retention strategies, such as flexible working and attractive compensation packages.”
“As we look toward 2025, organisations that think holistically, bringing contingent workers into their overall workforce planning, will set themselves up for success. The key will be finding a delicate balance between controlling costs and remaining competitive in a rapidly evolving market.”
Karoli Hindriks, Co-founder and CEO at Jobbatical
“The global political shifts in 2025 will create a complex landscape for HR, with significant challenges ahead.
“In the UK, the new Labour government’s employment policies and tax reforms will increase operating costs for most businesses from April 2025. Around the same time, the change in U.S. presidency in January is causing uncertainty for companies with American operations. These developments, in two of the world’s largest economies, will likely impact both the size and geography of global organisations. Rising costs could trigger layoffs or prompt businesses to relocate employees outside the UK and U.S. However, shifting immigration policies in Europe and beyond may limit relocation options, leading to real changes in global corporate footprints.
“HR teams will also face increased challenges around diversity, equity and inclusion (DEI) policies. Political pressures, combined with a changing workplace demographics, will push businesses to develop initiatives that support employees while meeting regulatory demands. In the UK, this will include stronger rights around maternity, menopause, and flexible working, while worker rights could be curtailed under a Trump presidency in the U.S..
In short, 2025 will bring major changes, and HR will need to step up and guide businesses through them.”
For any questions, comments or features, please contact us directly.
Graham Glass, CEO at CYPHER Learning
“Upskilling and reskilling will be at the heart of HR strategies in the year ahead. We will see a rise in AI-enabled course creation to help maximise L&D resources and deliver personalised learning at scale.
“Technology is moving at a pace that many L&D departments cannot keep up with. 81% of workers say the introduction of new technology has already impacted the skills required to perform their role today, while more than half say AI will have a major impact on their role within two years.
“The old approach of linear training curricula delivered on mass will no longer be tenable. Instead, a hybrid approach, blending some still-valid linear coursework with rich new interactive assets and experiences, will become the norm.
“Powered by the shift to AI-assisted in-the-flow training, employees will benefit from dynamic learning experiences and tailored upskilling opportunities delivered exactly when, and how, they need them.
“Workers will feel more empowered, with greater access to development opportunities that align to their future career prospects. This combination of development and empowerment will move the dial on slowed productivity – creating workforces that are capable and willing to go the extra mile.”
Mason Potter, Co-Founder at Grateful
“I’ve closely watched the transformation of the markets adoption of Tronc in light of The Allocation Of Tips Act over the last couple of years, which are pivotal in managing and distributing tips fairly and transparently. In 2025, not only just with Tronc, but with the whole HR stack for SME’s I predict tronc will shift further towards being a ‘people first’ initiative to drive and encourage better behaviour in the workplace. By utilising automation, leveraging AI and utilising technology to address challenges around compliance, efficiency, and employee satisfaction.
“One major evolution will be the integration of AI-powered analytics, allowing businesses to distribute tips more equitably based on hours worked, roles, and customer interactions. These advancements will not only enhance fairness but also empower HR teams with detailed insights into staff performance and morale and allowing businesses to make data driven, impartial and non-discriminatory decisions. Furthermore, as cash usage declines, digital tronc systems will be further adopted and utilised by owner operators and will eventually become the norm.
“For HR departments, these changes are transformative. Automated systems will reduce the administrative burden of manual calculations, freeing up time for strategic initiatives or for businesses owners to focus on driving their business forward. Moreover, as transparency increases, businesses will need to foster trust by actively involving staff in how tips are allocated. At Grateful, we’re committed to being at the forefront of these changes, helping organizations embrace the future of tronc with tools designed for fairness and growth”.
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Gosia Adamczyk, VP of Human Resources at Verve
“As we look ahead to 2025, HR professionals must pave the way for greater pay transparency to meet employers’ expectations in the workplace. Prioritising salary benchmarking and offering comprehensive career pathways with improved job architecture is driven by a demand for fairness, equity and clarity. While this level of transparency may not be commonplace by 2025, we will likely see significant progress in the next year, in preparation for broader adoption.
“Despite major steps forward over recent years, burnout at work is still a major challenge, with nearly half of workers stating their employer doesn’t have a plan to spot signs of it in the workplace. As a result, mental health will still be high on the agenda for organisations throughout 2025, with HR professionals leading the charge on mental health initiatives, policies, and resources for employees.
“Additionally, AI will continue to transform how businesses operate and we will likely see companies increasingly competing to hire AI-driven specialists as a result. HR leaders must learn how to harness AI’s capabilities for organisational advantage, improving efficiencies across the board by streamlining operations. Businesses have the challenge of striking the right balance between automation driven by AI and a human-centred approach. It is critical that AI augments, rather than replaces, personal connection – which is imperative for a successful workplace.”
Dr. Lindsey Zuloaga, Chief Data Scientist at HireVue
“In 2024, we’ve seen a lot of AI hype, with the term ‘AI’ applied to tools and technologies that are, in fact, simply rule-based automation or traditional data analytics. Labelling these as AI not only misleads stakeholders but also risks setting unrealistic expectations for what AI can achieve in hiring. True AI systems, especially those based on machine learning, involve adaptive learning from data and require transparency to build trust and ensure ethical use. In 2025, I’d love to see a shift toward clarity and accuracy in the language we use around AI.”
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