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.
1. You hold both the SPHR and PHRca from HRCI and now volunteer as a subject matter expert. What first inspired you to pursue certification, and why did HRCI feel like the right partner for your HR journey?
I completed a certificate program through UC Davis and learned about HRCI certification through that program. I wanted to further my HR knowledge and acumen, and certification felt like the right path. I took a preparation course, tested for the SPHR, and passed. I immediately knew I wanted to take the California exam (PHRca) next.
HRCI felt like the right partner because of the brand recognition and accreditation. It was important to me that the letters behind my name held weight and meant something.
2. How has your experience volunteering with HRCI, writing, reviewing, and shaping exam content, expanded your understanding of the HR profession and strengthened your approach to the work?
The HR arena is vast, and it has grown into so much more than basic paperwork and employee support. Volunteering with HRCI has connected me to phenomenal HR practitioners and allowed me to develop deep friendships. Much of what we do can feel underappreciated, so having a network of like-minded peers provides an outlet.
This work continues to fuel my love for the profession. I always return revitalized after a session in Alexandria. I never doubt my career path, and this volunteer work shows me more possibilities for my future in HR.
3. You’ve spent much of your career in organizations that serve vulnerable people and families. How has working in such mission-driven environments influenced the way you lead HR and support teams?
Working with teams who support vulnerable populations reminds me why this work is important. When times get hard, I ask the team to take a breath and remember why our work matters. We never forget who we are supporting when we support the mission.
4. Your work spans everything from HRIS and payroll to training, compliance, and culture. How do you balance these responsibilities while staying grounded in people-first leadership?
I never lose sight of the fact that we are human and can only accomplish so much. HR requires constant reprioritizing. I check in with my teams, and myself, regularly.
Acknowledging the workload is important, but so is reminding everyone that grace and self-care matter. I emphasize one expectation with my staff: we make mistakes. It is okay. Communicate with me, and we will stop, assess, and correct it. When we hold ourselves accountable, we can accomplish anything.
5. You’ve supported organizations through mergers, acquisitions, major transitions, and rapid growth. What have those experiences taught you about leading people through change?
Change is scary. I may thrive in it, but not everyone does. Recognizing that shapes how I approach change with people. I rely on communication, regular check-ins, and addressing the elephant in the room.
It is impossible to make everyone happy. I do the best I can, and that is the expectation I set for my staff.
6. Wayfinder’s work is incredibly complex, serving individuals with disabilities, children in foster care, and families in crisis. What are some HR challenges unique to this environment, and how do you help teams stay resilient?
The biggest challenge is that everyone has a need, and they often feel it is urgent. For them, it is. My job is to help prioritize the fires and determine how to best use our resources. Acknowledging someone’s need and validating it goes a long way. Even if we cannot address it immediately, letting them know it is on the radar helps them feel heard.
I remind my staff that we can accomplish only so much in any day. As long as we keep moving forward, we will get to the finish line. Asking questions, being honest, and staying human helps keep everyone grounded. I never want my team to burn out, so keeping them resilient starts with treating them as people first.
7. You also teach at UC Davis. What motivates you to teach, and what do you hope the next generation of HR professionals takes with them into the field?
I am always looking for something new to keep me motivated and my knowledge up to date. Teaching pushed me out of my comfort zone, but it has become a rewarding way to give back.
The next generation is the bread and butter of HR. I want them to see the possibilities and opportunities, and the potential for growth. I hope they help strengthen HR’s seat at the table and love this profession as much as I do.
8. What advice would you give to HR professionals who want to expand their influence and grow into more strategic or senior roles, whether in nonprofits, public service, or beyond?
Always be in learning mode. Build your knowledge and take on new projects. That is how you learn. You can do big things. If you are waiting for someone to hand you that seat, think again. Growth is earned. You have to be visible and put yourself out there.
Find a mentor and a network. They make a huge difference. HR is always evolving, and there is never a point where we know everything. And yes, get certified. The value has been tremendous for me.
9. Looking back on your career so far, is there a moment or lesson that continues to shape how you lead and support others today?
Early in my career, my boss confronted me about forgetting to do something. I immediately took responsibility. That moment shaped me. She told me it earned her respect, and I knew then that this was how I wanted to lead.
We make mistakes. Own them, grow from them, and step up. I still make mistakes, and I still own them. Being vulnerable and authentic has strengthened my relationships at every level.
10. What keeps you inspired to keep learning, growing, and serving in this profession, especially in work that can be both emotionally demanding and deeply meaningful?
I love learning. HR evolves constantly, and that motivates me. I love a challenge, and HR offers plenty. Helping others solve problems or grow is incredibly rewarding.
I am inspired by the peers and friends I have made in this field. My network keeps me grounded and supported. Even on the most emotional or challenging days, I still love this profession.