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.
You hold the SPHRi, SPHR, and GPHR certifications. What motivated you to pursue multiple HRCI credentials, and how have they strengthened your leadership in global, technology-driven HR transformation?
I pursued the SPHRi, SPHR, and GPHR certifications to build layered expertise across local compliance, global program design, and international HR practice. Each credential strengthened a different dimension of leadership: SPHR deepened my U.S. governance expertise, GPHR validated my cross-border strategy capability, and SPHRi broadened my global HR perspective. Together, they enable me to approach workforce strategy with both rigor and cultural awareness.
These certifications have strengthened my leadership of complex HR technology initiatives by enhancing credibility with executives and IT partners, reinforcing compliance and risk frameworks, and sharpening my ability to translate strategy into scalable, people-centered solutions. That foundation informs vendor selection, data governance, AI ethics, and change management, enabling digital transformation that improves efficiency while sustaining engagement across multinational environments.
What changes when HR leaders begin thinking like product managers instead of system administrators?
The shift is significant. HR stops treating technology as a checklist and starts treating employee experience as the product. The focus moves to user-centered design, iterative delivery, and measurable outcomes.
This mindset unlocks stronger solutions, especially when rapid prototyping and continuous feedback shape AI-driven talent platforms around real business needs. Clear metrics such as adoption rates, time to hire, and ROI ensure HR technology aligns directly with enterprise strategy.
What distinguishes a transformation that drives measurable business value from one that simply upgrades systems?
True transformation integrates people, processes, and technology from the beginning. It secures early stakeholder buy-in, invests in structured change management, and tracks KPIs tied to cost savings, revenue impact, and employee experience.
Strong governance and data integrity sustain that value. Reliable data enables secure integrations, accurate AI forecasting, and informed workforce planning. With disciplined processes in place, organizations gain trustworthy insights that improve retention, allocation decisions, and long-term resilience.
How do you build trust and sustained buy-in across HR, IT, finance, and operations, especially during transformation?
I start with shared objectives. Joint workshops align functional KPIs with business goals, and cross-functional steering committees ensure transparency and accountability. Regular pulse checks keep communication open.
To strengthen partnership, I encourage rotational project work so teams experience one another’s constraints firsthand. That exposure breaks down silos and produces integrated solutions, such as HR-finance systems that improve budgeting accuracy and talent allocation.
When resistance surfaces, I lead with transparency. I communicate the vision clearly, involve stakeholders early, and prioritize quick wins to demonstrate value. Tailored training, continuous feedback loops, and consistent global communication build sustained trust without disrupting core operations.
How can HR leaders move beyond dashboards and use analytics—including AI—to influence executive decision-making?
HR must move from descriptive reporting to predictive and prescriptive insight. I align turnover forecasts and skills-gap models directly to revenue, productivity, and agility metrics so analytics speaks the language of the business.
Through executive data workshops and AI simulations, we model how targeted upskilling or workforce shifts impact cost, productivity, and growth. With clear KPIs and continuous feedback loops, HR shifts from reporting the past to shaping the future.
As automation and AI reshape work, what capabilities must HR professionals develop, and how does certification support that evolution?
HR professionals must build data literacy, ethical AI governance expertise, and change agility. It’s not just about implementing tools, but using insights responsibly while keeping people at the center.
I’ve led predictive workforce planning and AI pilots designed to enhance human capability, not replace it. Continuous learning—through HRCI webinars, collaboration with HRCI volunteers, and HR tech forums—keeps my approach current and grounded. Certification provides both structure and credibility, ensuring innovation remains people-first and strategically aligned.
What leadership lesson has most shaped your approach?
A mentor once told me: “Be responsive, stay curious, then build a team that brings diversity of thought—especially when it challenges your own.”
That advice reshaped my leadership philosophy. I shifted from directing outcomes to creating the conditions for better ones through openness and varied perspectives. The strongest leaders don’t have all the answers, they build environments where the best answers emerge from many voices.
Babs Francisco, SPHRi, SPHR, GPHR, is a senior people systems and people analytics leader responsible for HR technology strategy, with a focus on employee experience and productivity. With more than 25 years of experience across manufacturing, media, and financial services, he has worked with brands including Coca-Cola, Jaguar Land Rover, the British Broadcasting Corporation (BBC), and Intercontinental Bank, leading HR technology transformation programs.