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.
This second blog in a series by Victor Patterson, intended to inspire, encourage and change how Human Resources practitioners add value to their organizations.
As a trusted human resources business partner, we are often viewed as a complement, and extension of, functional leaders. This view does not come easily. Even today, many leaders are responsible for coaching, developing, supporting, influencing – and ultimately have a profitable impact on their organizations. Your awareness and willingness to persevere, despite the perception, positions you well.
Let's explore understanding your part of the journey to becoming a trusted HR business partner. The value for understanding their strengths and weaknesses is that you gain insight to a leadership style, business function and culture, while securing an initial needs assessment. Through this, you begin to see where your greatest strengths are as a Human Resources practitioner.
The first step to understanding your functional partner is scheduling a one-on-one meeting with your manager. If an overview of the leader(s) did not occur prior to your appointment in the organization, it's imperative that your onboarding include a discussion related to your functional partner(s).
Next, you'll want to visit with the functional leader(s) direct leader. In each of these conversations, it's important to ask, "What are the strengths?" and "What are the opportunities?" The clarity in answers that you'll receive will lead to a deeper dialogue and context to help you further understand your functional partner.
Likely, the most important step is time with your functional partner. This will allow them to learn more about you.
During your meeting, you will learn about the leader's operating style, business concerns and strengths, as well as learning how best to collaborate. Please repeat the need to ascertain comprehension of the task(s) at hand. Doing so will clarify expectation and help plan how to achieve business goals. One way to prepare for this meeting is planning from a business owner’s perspective. More importantly, prepare with the following categories in mind: Relationships, Rewards/Recognition, Engagement, Talent Management and Career Planning.
Oftentimes, we are attending meetings or traveling with our functional partners. It's through these experiences that conversations are validated and/or new strengths or opportunities surface. Once you have a firm assessment of your functional partner(s), this helps you take action, provide feedback, deliver coaching and position yourself to have a tangible impact on the business through the leader.
Observation of Direct Reports. The same discussion can be conducted with direct reports and it is a great source for learning. First, this provides an opportunity to build relationships. By spending time with this group, you'll cover both categories (strengths/opportunities), often in a very candid way. Additionally, if you are supporting a decentralized (or field-based) business, employees below direct reports may offer some insight, too.
Next: Establish A Fundamental Understanding of the Business