The HRCI Research Hub brings together original studies, workforce polling, reports, and expert analysis, so you can act on what's happening now and prepare for what's next.
The State of HR Featured ReportsRecovery as a Workforce Strategy
Drawing on HRCI research, workforce data, and expert insight, this report examines the workplace impact of substance use disorder and the practical steps HR can take to strengthen culture, manager readiness, benefits, policies, and recovery support.
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Original research and expert analysis on the issues shaping HR today, from workforce safety and emerging technology to DEI and employee well-being.
From return-to-office decisions and hybrid work to contractors and other non-traditional workers, this HRCI report explores the latest research and how HR can use data to make more informed, evidence-based workplace decisions.
From career paths to culture, this research identifies what actually separates HR professionals who are just getting by from those who are truly fulfilled—and what leaders can do to close that gap and build a more committed team.
This research uncovers where professional development is falling short, from misaligned training priorities to gaps in AI readiness, and what it takes to build a workforce equipped for what's next.
From bullying, political tension to substance use and violence prevention, this research covers workplace safety—what the data reveals, what's at stake, and what you can do to reduce risk and build a more resilient organization.
The State of HR
Based on HRCI’s survey of thousands of HR professionals, the State of HR report examines the issues defining the profession today. From AI and workplace culture to talent, leadership, and career growth, the report reveals how HR teams are adapting to change and preparing for the future. Explore the data, trends, and insights shaping the world of work below.
Download the Full ReportState of HR Spotlight Reports
Half of HR professionals work in environments marked by polarized viewpoints, and 4 in 10 describe their stress as extreme or high. Find out what the data reveals about conflict, mental health, and what it means for your organization.
HR professionals are broadly optimistic about their field — but over 4 in 10 are considering careers outside of it. Explore what's driving both the enthusiasm and the tension, and what it takes to build a team of true HR believers.
71% of HR professionals use AI regularly, yet more than half say implementing new technology is the area they feel least prepared to handle. See where the preparation gap is widest and what needs to change now.
83% of HR professionals believe remote work benefits organizations—but the debate is far from settled. Get the data on where HR stands on flexibility, productivity, and the return-to-office conversation.
More Insights for HR Professionals
Explore the issues shaping HR today and get the data you need to lead with confidence, make informed decisions, and move the profession forward.
Recovery friendly workplaces reduce absenteeism, improve retention, and strengthen workplace culture—yet most organizations haven't made meaningful progress. This HRCI and Fors Marsh research reveals why: stigma, undertrained HR teams, and weak leadership buy-in top the list. Understand where the gaps are and what organizations that get it right do differently.
Earning an HRCI certification builds earning power. Within four years, the median HRCI certificant earns 33% more than they did before getting certified. That's double the salary growth of comparable HR professionals over the same period. See what the data shows about the career and financial impact of HRCI certification.
HR is ready to lead, but is the organization ready to let it? This 2024 HRCI and MindEdge research report surfaces a striking disconnect: while 88% of HR professionals believe HR should drive business strategy, only half say leadership agrees. Add in underfunding, understaffing, and persistent burnout, and the case for rethinking HR's role has never been stronger.
AI is reshaping the workplace, and HR professionals are watching closely. This HRCI and MindEdge survey of HR practitioners reveals how the profession is navigating AI adoption, persistent burnout, rising turnover, and the evolving push and pull of remote work. Find out where your peers stand, and what the data means for the work you do every day.
Browse our complete library of research reports, guides, and frameworks. Whether you're building a business case, navigating a workforce challenge, or staying ahead of what's next, the intelligence you need is here.
From rising absenteeism to safety risks, HRCI research reveals how extreme weather is reshaping workforce management and what HR can do now.
Over three-quarters of HR professionals use AI weekly, but most have had little to no training. Learn how to build real confidence and capability starting today.
Explore how HR can turn AI adoption into a strategic advantage—balancing innovation with ethical responsibility.
This research-backed guide gives HR professionals the data and practical steps to build a recovery-friendly culture that reduces risk and supports your people.
The report explores the realities of managing DEI programs in today’s climate—where values alignment, stakeholder trust, and business performance are all on the line.
This report provides critical insights and actionable strategies for HR leaders to foster a more harmonious and productive work environment.
HRCI webinars go beyond the basics. Each session unpacks the trends, data, and real-world strategies HR professionals need to lead with confidence today and adapt to what's coming next.
News and perspectives on the issues driving the HR profession forward.
Lisa Elder has devoted her entire career to the business of people. Elder is director of human resources at Acadia Healthcare, a national healthcare organization with an emphasis on behavioral health and addiction recovery. She manages two HR teams at the organization.
It’s a complex job even for an experienced people leader, with a lot of challenges -- and a lot of deeply satisfying moments.
We spoke with Elder to discuss her take on the importance of continuous knowledge, changes in the industry and the future of HR.
Reviewing the full HR Body of Knowledge was really helpful in grounding my own role in the industry. As I prepared, I was able to brush up on the more technical aspects of HR, such as when employees can enroll in a 401(k) program. Another incredibly useful aspect was learning about HR for union organizations and their influence in the workplace. The group certification process spurred a lot of great conversations about our in-house HR processes.
We reached out to our corporate HR team and invited them to study for the exam together. We let them know upfront that registering meant making a real commitment to studying. We found that it worked best by utilizing group work.
We also found it really helpful to bring in speakers from other parts of the organization. Out of 11 applicants, nine tested and seven passed. I found that our group really liked the challenging material and enjoyed motivating each other to study. We learned a lot about the team by going through the process together.
Today’s market is an employee market, and employees definitely want to be more invested in . New priorities are wanting developmental opportunities for personal growth, to be more involved and to work for organizations that make a difference in the community. If these needs aren’t met, employees are more likely to move on from an organization.
It really all comes down to the relationships between employees and organization leaders. This has put a burden on employers to actively take part in employee growth with career plans and other developmental opportunities. It’s important for HR teams to spend more time learning what their employees value. To be successful, HR teams really have to be more involved with the people they serve.
Technology is definitely continuing to revolutionize the HR space. Our onboarding, for example, is now done completely digitally at Acadia. Our communications, in particular, are affected by technology. Information is so much easier to disseminate and access now, and self-service functions allow for easy access to HR systems.
Retention and training are also adapting as tech changes the industry, but it can be easy to lose sight of the human connection. To maintain that, it’s essential to follow up online training modules with face-to-face interactions. Over the years , we’ve learned that online modules can’t impart wisdom in the same way an individual can. It’s critical to take on the responsibility for your employees’ success; you can’t place the burden of it on a training module. There has to be follow-through and connection with your people.