As technology advances, so too do job roles. The human resources (HR) field is no exception. With the rise of automation and the gig economy, more and more new job titles are emerging in HR departments across the world. In order to stay competitive, it’s important for business owners and executives to anticipate what these new jobs might be so they can better prepare their organizations for the future. Let’s look at some of the roles that are likely to become commonplace in HR departments as we move forward.
Talent Acquisition Manager
Talent acquisition managers will be responsible for sourcing, screening, and recruiting top talent for their organization. This role will involve a deep understanding of both current hiring trends and future demographics so that hiring practices are always staying ahead of the curve. Talent acquisition managers will need to have strong communication skills in order to build relationships with potential candidates and articulate the value that an organization offers its employees.
People Analytics Manager
People analytics managers will be tasked with collecting, analyzing, and interpreting data from employee surveys and performance reviews in order to identify areas where an organization can improve its retention rate or increase morale among employees. People analytics managers must have strong analytical skills and an understanding of how data can be used to make decisions about personnel-related matters such as promotions or terminations. They should also understand how different types of data can affect one another in order to draw meaningful conclusions from multiple sources of information.
Diversity & Inclusion Advisors
As companies strive for greater diversity & inclusion in the workplace, they will need advisors who specialize in these topics. Diversity & inclusion advisors play a critical role in helping companies create policies that promote equity within their workforce while ensuring all employees are treated fairly regardless of race, gender identity/expression, sexual orientation, religion, age or any other protected class status. These advisors should have a deep understanding of employment law as well as best practices when it comes to creating an inclusive culture at work.
Chief Culture Officer
The chief culture officer is responsible for creating a positive work environment through thoughtful programming initiatives such as team-building activities, staff retreats, or other employee engagement initiatives. The chief culture officer must have a deep understanding of organizational culture in order to identify areas where improvements can be made or where certain policies may need adjusting in order to create a healthier work environment for all employees. They must also possess strong leadership skills as they are often expected to lead initiatives themselves or oversee teams who are implementing these projects.
Organizational Change Managers
Organizational Change Managers work with companies to develop strategies for successful change management initiatives. This includes setting goals and objectives, developing plans for implementation, training employees on new processes or technologies, and monitoring progress throughout the process. Organizations often rely on Change Managers when they want to adopt new technologies or adjust existing processes in a way that will benefit both the company and its employees.
Data-Driven HR Jobs
The rise of big data has made data-driven decision-making more important than ever before, and this extends to many areas of HR as well. Data Architects and Analysts are two key roles within the field of data-driven HR. Data Architects design systems that collect, analyze, and store employee data while Data Analysts use this data to identify trends and insights within an organization. These roles help businesses make informed decisions about their HR processes by leveraging powerful insights from data-driven analysis.
AI & Machine Learning Specialists
Artificial Intelligence (AI) has become increasingly important in business operations, including those related to HR. AI can automate mundane tasks such as tracking time off requests or managing payroll records, freeing up time for other activities like recruitment or employee engagement strategies. Machine Learning Specialists use advanced algorithms to create AI solutions that streamline many aspects of an organization’s workflow. With the help of these specialists, businesses can leverage cutting-edge technology to improve efficiency in their HR departments.
It’s clear that there is an ever-growing number of variations when it comes to HR jobs today and those that may emerge in the future. Business owners should take the time now to consider which roles may be necessary for their organization’s success further down the line—and begin preparing accordingly—so they don’t find themselves behind the curve later on when these positions become increasingly important within their industry. By understanding what new HR jobs may come about due to technological advancements or changing workforce dynamics, businesses can give themselves a leg up on their competition by equipping their teams with these specialized skillsets early on before they become commonplace throughout their industry landscape.
