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Lead with Data

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 Reports

Featured Research

Managing 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.

Did You Know?

59%

Workplace Relationship Policies

say their company does not enforce policies prohibiting romantic relationships between employees

Source: HRCI Alchemizing HR poll, January 2025

89%

Leadership Overreach

say leaders take on problems that should belong to someone else

Source: HRCI Alchemizing HR webinar poll, April 2026

55%

Political Discussions at Work

of HR professionals are somewhat, minimally, or not at all prepared to handle politically-charged discussions at work

Source: HRCI Report — Managing Political Polarization in the Workplace, 2025

Recent Reports

Original research and expert analysis on the issues shaping HR today, from workforce safety and emerging technology to DEI and employee well-being.

The Secret Ingredients of Workplace Fulfillment

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.

The Vital Role of Professional Development

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.

Small Conflicts Don't Stay Small

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.

Extreme Weather and the Workplace

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

The 2026 State of HR Report

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 Report

State of HR Spotlight Reports

Safety, Polarization, and Stress

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 and Their Outlook for HR

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.

HR Professionals and Technological Change

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.

Attitudes Toward Remote Work

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.

Building a Recovery Friendly Workplace: What HR Needs to Make It Real

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.

The HRCI Pay Bump: What Certification Is Worth in Real Numbers

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.

Why Are Organizations Still Underestimating HR?

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.

HR, AI, and the New Workplace: What 1,000+ HR Professionals Really Think

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.

Research Archive

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.

Strengthening AI Skills in HR

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.

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Empowering the Intelligent Workplace

Explore how HR can turn AI adoption into a strategic advantage—balancing innovation with ethical responsibility.

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Becoming Recovery-Friendly

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.

Download Whitepaper

Diversity Initiatives in 2025

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.

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Managing Political Polarization in the Workplace

This report provides critical insights and actionable strategies for HR leaders to foster a more harmonious and productive work environment.

Download Whitepaper

Beyond the Data

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.

HR Leads Business Blog

News and perspectives on the issues driving the HR profession forward.

Nov 13, 2025, 19:25 PM by The HRCI Team

HRCI Champion: Tanya Turner, PHR

Tanya Turner, PHR, shares how empathy, clarity, and courage redefine HR leadership—and why kindness is one of the profession’s most powerful tools.

Career Partnership & Certification

You hold the PHR certification from HRCI and also volunteer as a subject matter expert. What first motivated you to pursue certification, and why did HRCI feel like the right fit for you? I’ve been in HR for 28 years, and early on I knew I wanted to go deeper and become more marketable. Earning my PHR felt like the right next step. I enrolled in a certification prep course and sat for the exam—it challenged me beyond measure, pushing me past textbook learning to truly understand the field.

I’ve proudly maintained my HRCI certification for over nine years, and it continues to fuel my commitment to excellence in HR. Volunteering as a subject matter expert has been a full-circle moment.

How has volunteering with HRCI—helping write and review exam content—shaped the way you see the HR field and your own work in it? Volunteering with HRCI allows me to be a student more than a teacher. I get to lean into learning, broadening my perspective on regulations and context, and collaborating with my peers to share best practices. It’s a space where I can lead, contribute, and continuously evolve. It’s also a gentle reminder that HR is never static; it’s dynamic and human centered.

HR Leadership & Growth

You work in a global, fast-moving industry. How has that experience influenced your approach to leading people and building a strong workplace culture? My career has evolved from consuming knowledge to giving it back. I’ve come to believe that HR should be seen as a profit center not just a business unit, because we impact lives, build cultures, and enhance performance every single day.

HR is so much more than a support function—it’s a strategic force that drives culture, performance, and connection. Every day, we have the opportunity to lift others up, model empathy, and create environments where people can thrive.

For me, leading with heart and strategy means recognizing people—publicly and privately—for their contributions, and making sure every voice feels seen and valued. True belonging takes courage, consistency, and grace. When we help others find their voice and confidence, we strengthen teams and the entire organization.

Leading teams across different regions comes with unique challenges. How do you make sure everyone feels connected and supported, even when working across different locations? Leading teams across regions means juggling time zones, cultural nuances, and the constant risk of disconnection. There’s no perfect formula but ignoring disconnection can quietly erode your culture.

The key is care and consistency. Recognition matters—whether it’s a handwritten note (yes, they still work!), a public shoutout, or a quiet word of appreciation. Warmth and advocacy go a long way too: share people’s names in rooms they aren’t in, and ask what kind of recognition feels meaningful to them.

What worked last year might not resonate today, so stay curious and flexible. When people feel seen and supported—no matter where they are—they show up with more trust, engagement, and heart.

People & Change

You call yourself a change advocate and culture champion. What does that look like in your day-to-day work? Can you share a moment when you saw those values really make an impact? Change is inevitable—and often uncomfortable—but it’s also an opportunity to lead with empathy and purpose. For me, being a change advocate and culture champion means meeting challenges head-on and helping others do the same. I try to be a steady presence—a lighthouse that helps people find their way forward.

The first step is to let people express how they feel about the change. Listen, communicate honestly, and lead with compassion. I make a point to gather feedback and act on it, because people want to know their voice matters. When leaders help others find courage, rise above “average,” and see the bigger vision clearly, change becomes something we move through together and not something to fear.

Learning & Professional Development

How has HRCI—through certification, volunteering, or other resources—supported your development and confidence as an HR leader? HRCI has opened doors I never imagined—like serving as a subject matter expert and sharing my voice through opportunities like this. Volunteering has deepened my understanding of HR and strengthened my connection to the profession.

HRCI has given me the confidence and resources to lead with clarity. I know exactly where to turn when I need insights on trends, best practices, or regulations. It’s also reignited my love for leadership and learning—I’ve even built a personal library of HR books inspired by HRCI recommendations.

What advice would you give to other HR professionals who want to grow their influence and make a bigger impact on their organizations?

Start by believing in yourself. You’re in the room for a reason. Take inventory of your transferable skills and explore how they can be applied in both specialist and generalist roles. Pursue certification when you’re ready—when you have the time, dedication, and experience to connect the dots.

Find mentors who will speak truth, offer guidance, and open doors for growth. Keep learning and stay curious. If you aspire to lead, study leaders you admire and shape your own leadership brand.

Most importantly, be yourself. HR found me—I never expected to be here. I once dreamed of a career in broadcast journalism, and now I get to blend both passions: I write, speak, teach, and lead with purpose. The intersection of HR and storytelling has been a gift, and I’m just getting started.

Perspective & Inspiration

What’s one lesson from your HR journey that guides how you lead and support others today? One of the most powerful lessons I’ve learned is that kindness is not weakness, it’s a superpower. People often confuse being nice with being kind, but kindness is intentional, courageous, and deeply impactful.

As an introverted leader, I’ve learned that quiet strength can be just as powerful as outspoken presence. My kindness barometer has shaped how I lead, support, and connect with others. It’s rooted in my upbringing and reinforced by experiences. I lead with empathy, but I also set clear boundaries and stand on what I know to be true. In today’s workplace, kindness should be your go-to accessory. People respond better when they know they’re cared for, and that’s the culture I strive to build every day.

What keeps you inspired to keep learning, leading, and helping others succeed in this profession? I’m inspired by a love of learning and growth—both my own and others’. When someone sees your light and helps you thrive, it’s natural to pay it forward. That’s what drives me: helping others lead, grow, and rediscover their brilliance. HR is my platform for impact.

Tanya Turner is a strategic HR leader who’s quietly rewriting the playbook on what it means to lead with purpose. She champions purposeful leadership, kindness, and emotionally intelligent communication as the real drivers of employee engagement and cultural change. Tanya helps other professionals lead with empathy, clarity, and unapologetic purpose.