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 ReportsManaging the Changing Workplace: A Framework for HR
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.
Original research and expert analysis on the issues shaping HR today, from workforce safety and emerging technology to DEI and employee well-being.
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.
From rising absenteeism to safety risks, HRCI research reveals how extreme weather is reshaping workforce management and what HR can do now.
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.
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.
Ashton Nelson, SPHR, PHR, PHRca, has built a career defined by curiosity, strategy, and an unshakable belief in the power of people. From stepping into HR leadership without a traditional HR background to becoming an HRCI Subject-Matter Expert (SME), his story is one of constant learning, giving back, and pushing the profession forward. In this HRCI Champion profile, he shares how certification, confidence, and a commitment to action have redefined what it means to lead in HR today.
1. You have your SPHR, PHR, and PHRca certifications from HRCI. Why did you choose HRCI as your career partner? Honestly, I didn’t choose the HR field, it chose me. I was recruited into a management role, and because I lacked a formal HR background, I instantly felt like I was playing catch-up. I needed validation, not just for others, but for myself. I saw certification as a means to prove I was capable. I chose HRCI because I trusted their reputation completely. While some competitors might be louder or more recognizable, they didn’t have the deep industry respect of HRCI certifications. For me, it was about partnering with the global standard.
That partnership eventually inspired me to volunteer as a SME with HRCI—a way to give back while continuing to learn from some of the best professionals in the field.
3. Other than certifications, how have you leveraged HRCI resources in your professional development? I've used several of the exam prep materials, but I also regularly download the book resources and attend webinars. Those resources are essential fuel for my intellectual curiosity and, of course, they help with recertification credits.
The PHRca exam prep materials, in particular, were a lifesaver for me. My company has branches in California, but I’m not a resident, so tackling the state’s complex and ever-changing employment laws felt like an overwhelming but necessary challenge. The HRCI materials filled that gap perfectly. Earning my PHRca gave me the knowledge and confidence to support my California teams effectively and broadened my expertise beyond general HR strategy. That certification made me a stronger, more versatile HR professional.
4. What strategies would you recommend to other HR professionals looking to get the most from HRCI’s offerings? Change your mindset. Study shouldn't just be about earning your certification; it should be about your personal development and becoming a more knowledgeable business leader. Make learning a daily ritual, and you’ll get so much more value out of it and have to “cram” less.
5. How has your experience volunteering with HRCI—especially as a Subject Matter Expert (SME)—influenced your professional growth and the way you give back to the HR community? Honestly, I went into volunteering thinking it was my chance to give back to the profession, but I’ve gained far more than I ever expected. Serving as an HRCI SME has surrounded me with so many amazing, generous leaders who’ve shared their knowledge and experience freely. It’s been like a personal masterclass: every project and collaboration has sharpened my own skills while giving me the chance to pay it forward. I also volunteer at DisruptHR events whenever I can. It’s truly rewarding to contribute, learn, and grow alongside people who are as passionate about this profession as I am.
6. How has the HRCI community helped you connect with peers, mentors, or new opportunities? I struggled for a long time to find HR contacts I felt comfortable reaching out to. Before HRCI, it felt like I was on my own; too many HR professionals lacked the strategic business sense needed in today’s fast-paced environment. That’s why connecting through HRCI has been such a relief. I finally feel like I’ve found my people—trusted peers who truly get “it” and share that humility and drive that says, “I’ll be glad to help, and if I don’t know, we’ll learn it together.”
7. What is the most significant change in your career since becoming certified? It’s my confidence that changed. Whether it’s landing consulting gigs for industries I am not familiar with, obtaining key positions, being asked to speak at events, or just being the one included in the high-level strategy meetings, my certifications gave me that immediate, undeniable validation. I truly don’t think I could have achieved the same level of career acceleration without HRCI certifications backing me up.
8. What is your number one piece of advice for someone beginning a career in HR?
Never stop learning. Ever. Learn something new or learn something better every single day. The business world changes constantly and at a crazy pace, and HR must evolve with it. If you allow yourself to become static—even after you hit your goals—you will be left behind. Your personal growth must be your highest priority.
9. Is there a lesson or moment from your HR journey that continues to shape how you lead or approach your work today? A few months after earning my PHR, I stepped into a senior HR role at a large nonprofit—probably a bit above my level at the time—just as the organization was hit with a major budget shortfall. Two months in, everyone looked to me to lead a large layoff, something I’d never done before. I felt nothing but panic, but the skills I gained preparing for my certification—though they didn’t give me all the answers—taught me how to find them. We managed to navigate the situation as smoothly as possible, and that experience continues to shape how I lead. It reminded me that HR is often “where you go when no one knows where to go,” and it’s why I immediately started working toward my SPHR. I never want to be caught without the strategic knowledge to guide my people through a crisis.
10. What trends or challenges do you foresee shaping HR in the next 2–3 years, and how can HRCI help professionals navigate them? I see a huge opportunity ahead—but also a fight for relevance. As technology takes on more administrative tasks, HR must move beyond the old “personnel director” mindset and become the strategic visionary. The professionals who will thrive are the ones who expand their skill sets and claim a seat at the strategic planning table. We can’t wait for that invitation; we need to force the conversation.
Our ability to think forward and anticipate how people decisions shape the entire business is our superpower. HRCI plays a vital role in that evolution by continuing to train us as strategic thinkers and equipping us with the data and business language to back it up. In short, those who thrive in HR will be the ones who take a seat at the table, not those who wait for one.
11. Fill in the blank: The area of HR I find most _________ is…
The area of HR I find most challenging BUT rewarding is strategic planning. It’s the ultimate puzzle. Every great thing we do in HR, from recruiting to compensation, requires strategic thinking. But operating at the SPHR level and being viewed as a peer by senior leadership? That's the real challenge. When we can converse fluently at the planning level, when HR becomes the master planning function for the organization, it doesn't just change our job, it changes the entire outlook, and that satisfaction is immense.
12. What keeps you inspired to stay and grow in this profession? People. It’s simple: the fastest and most effective way to create lasting impact in any organization is to change how it views and works with its people. A change in finance affects the bottom line; a change in process affects outcomes. But when I influence the behavior and attitudes of people, I change the soul of the company. I love going home each day knowing that what I did mattered—to individuals and to the mission as a whole.
Ashton’s journey reflects the evolution of HR itself, from operational support to strategic leadership. Through continuous learning, certification, and service as an HRCI SME, he’s demonstrated how HR professionals can expand their influence and drive business outcomes. His perspective is clear: HR’s power lies in its ability to think ahead, act decisively, and shape the conversations that define organizational success. True leadership in HR is about stepping forward, claiming your space, and leading the way.
Ashton Nelson, SPHR, PHR, PHRca, brings over 25 years of management experience across multiple industries and six years of active duty as a U.S. Marine. A passionate HR leader and HRCI Subject Matter Expert, he holds advanced degrees in Theology and Business Management—and is also an avid beekeeper and proud father of five.