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Influenced by 2024: HR Playbook in 2025

What was the single most profound HR lesson that emerged from the experiences of 2024? And how will that lesson shape HR strategies and practices in 2025? 

These are the questions we explored with the HR Spotlight community of insightful business and HR leaders, seeking to understand the most impactful takeaways from a year of unprecedented change. 

This post compiles some of their reflections, offering a glimpse into how the challenges and opportunities of 2024 are informing a new era of HR leadership in 2025. 

Every insight provides valuable guidance for organizations looking to thrive in the year ahead.

Read on!

Ronald Osborne
Founder, Ronald Osborne Business Coach

Align Culture With Employee Expectations

One of the most profound HR lessons I learned in 2024 is the critical importance of aligning team culture with the evolving expectations of modern employees. 

I worked with a business in the tech industry that was experiencing high turnover rates and low engagement among its workforce. 

After conducting a detailed assessment, I discovered that the company’s rigid structure and lack of flexibility were creating a disconnect between leadership and employees. Employees wanted more autonomy, clearer pathways for growth, and a workplace that valued diversity and inclusion not just in words but in actionable policies. 

My years of experience in team optimization and understanding organizational behavior helped me craft a strategy to address these issues directly.

We implemented flexible work arrangements, launched mentorship programs, and introduced a structured employee feedback system to give team members a voice. These changes were supported by regular training for leaders to ensure they could adapt to this shift. 

Within six months, we saw an improvement in retention and a noticeable increase in employee satisfaction scores. This experience reinforced my belief that HR is not just a function, it’s the core of a company’s ability to innovate and stay competitive. 

Moving into 2025, I will continue to prioritize helping businesses create environments where employees feel valued, engaged, and empowered to contribute their best work.

Silvia Angeloro
Executive Coach, Resume Mentor

Employee Well-Being Is Strategic

2024 taught me that employee well-being is more than just a phrase; it is a strategic requirement. 

Witnessing the burnout pandemic firsthand, I realized that traditional engagement strategies are inherently flawed. 

During a major talent retention initiative, I realized that flexibility is more than just remote work regulations; it is also about knowing particular human rhythms. 

We redesigned performance management, shifting away from rigid measurements and toward holistic growth conversations that recognize each team member’s distinct professional journey. 

What is the key takeaway? Empathy is our most effective talent approach. 

In 2025, I intend to create workplace experiences that respect employees as multidimensional individuals, not just resources. This entails building circumstances in which psychological safety is not an ambition but a reality. 

By focusing on actual human connection, we may shift company culture from transactional contacts to meaningful professional relationships that foster true cooperation and innovation.

Angela Heyroth
Principal, Talent Centric Designs

Address Burnout And Disengagement

The most profound lesson I take from 2024 is that people can only tolerate so much before they become burned out, detached and disengaged. 

In 2024, we saw people psychologically leaving their companies but physically staying due to the economy. 

This is devastating to company performance because people who are detached decrease their productivity, increase their absenteeism, often show lack of initiative and little interest in learning or growth, can give off a poor attitude towards colleagues and customers, display low levels of energy and commitment, and may make careless mistakes. 

Burnout, disengagement, and detachment are dangerous and so as HR leaders head into 2025, this must be addressed. 

HR leaders will need to take action to listen to their people to understand what they are feeling and why, and then need to address the feedback. This is the way to re-engage your workforce, rebuild trust, and re-establish organizational loyalty. 

Otherwise, 2025 risks large potential turnover.

Theresa White
Career Clarity Coach, Career Bloom Coaching

Flexibility And Empathy Are Crucial

The most profound HR lesson that 2024 taught was the critical importance of flexibility and empathy in the workplace. 

Throughout the year, as organizations navigated ongoing challenges related to remote work, mental health concerns, and a shifting economic landscape, it became evident that traditional rigid HR policies were often inadequate. 

This insight has reinforced the need for HR practices that prioritize employee well-being and adaptability, recognizing that each employee’s circumstances can significantly impact their work and overall life.

In 2025, this lesson will influence my perspective and practices by driving a more human-centered approach to HR. 

Additionally, I will focus on enhancing mental health support within the organization, providing resources and training that foster a supportive work environment. 

This shift towards more empathetic and flexible HR practices is aimed not only at increasing employee satisfaction and retention but also at boosting overall organizational resilience and productivity.

David Frost
CCO-CEO, fassforward

AI’s Transformative Impact

The most profound HR lesson of 2024 was the rapid adoption of AI and its transformative impact. 

I think it will be remembered as the year AI transitioned from “wave of the future” to practical applicability in the workplace. It is revolutionizing workflows, decision-making, and leadership development. 

For HR, the opportunity was clear: AI amplifies impact, allowing teams to scale solutions, improve talent development, and enhance employee experiences. 

In 2025, I believe the key challenge will be balancing all of the increased efficiencies that AI provides, without losing the human touch.  HR leaders need to focus on how to integrate AI as a partner, not a replacement. 

Successful AI integration will balance technical innovation without losing the “human” in human resources; ensuring leaders and HR teams drive meaningful outcomes while maintaining personal connection.

Jeff Drew
Public Relations Consultant, Guyer Group

HR’s Role in Protection Against Fraud

In 2024, I learned just how prevalent, complex and damaging employment fraud can be. The scope of fraud has evolved beyond an embellished resume and can impact companies of all sizes and industries.

Some common types of employment fraud I’ve seen include:

Identity Fraud: Candidates using fake or stolen identities to secure roles.

Credential Fraud: Inflating qualifications, certifications, or job experience.

Remote Work Fraud: Foreign operatives, like North Korean remote workers, infiltrating companies for malicious purposes, such as stealing intellectual property.

Polywork Fraud: Working multiple jobs without disclosing them to their employer, leading to “double dipping” and conflicts of interest.

Fraud doesn’t just affect business operations—it undermines trust, engagement, and workplace culture.  

This realization has underscored that employment fraud requires HR to have a security mindset and strong partnership with their security teams.  

HR teams can play a critical role in protecting the integrity of the workforce by enhancing hiring practices, strengthening background checks, and fostering deeper integration with security experts.

Jason Lioy
Chief People Officer,  Dawn Foods Global

Stretch Goals Beyond Success

2024 has taught me that success can breed comfort, and comfort can be more stressful than navigating a crisis. In comfort, we risk stagnation, lose our problem-solving edge, and miss opportunities for growth. 

Through some opportunities of self-discovery as well as strategic planning I’ve realized the importance of creating “productive discomfort”—environments that challenge the status quo and push us to grow beyond what feels safe.

In 2025, this will guide my approach by setting stretch goals that encourage innovation, questioning established processes to uncover blind spots, and prioritizing leadership development to build resilience. Intentional discomfort fosters adaptability and prepares teams to navigate change with confidence.

Success is not a destination but a platform for growth. This perspective will drive our HR strategies in 2025, ensuring that we evolve, innovate, and inspire, even in the absence of crisis.

Kathleen Lin Hurtubise
CEO, Aloha Hospitality Professionals (AlohaHP)

Nurture Entrepreneurial Mindsets

Team empowerment by fostering radical self-awareness: In 2024, AlohaHP required every team member to participate in an experiential course designed to uncover and address limiting beliefs through over 50 activities. This cultivated immediate self-awareness, empowering individuals to make aligned choices now—not someday.

How It Shapes 2025: With heightened self-awareness, our team operates as a self-managing unit where roles align with natural strengths and passions. They embody curiosity, responsiveness, and resourcefulness, driving personal growth and organizational success. 

This shift has positioned AlohaHP to expand into continental U.S. markets with a team that embraces ownership, delivers results, and evolves alongside the company.

In 2025, our HR focus is clear: nurture entrepreneurial mindsets and create opportunities for employees to thrive as architects of their own growth—and the company’s future.

Seamus Nally
CEO, TurboTenant

Promoting HR’s Role in Change Management

2024 has been the year of change, especially where technology adoption is involved. 

Like a lot of other companies, we have tried adopting various tech tools and learned that some simply don’t work well for us. 

What we’ve also learned is that HR is really helpful with this. 

They can be really helpful with figuring out what tools might be best according to the needs of our employees, and they are also helping with training employees on how to use any new tools. 

They excel when it comes to change management.

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing their insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

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