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.
Extreme weather is becoming a workforce issue because it directly impacts employee health, attendance, productivity, and retention. Increasingly, those impacts are showing up in the metrics HR cares about most—healthcare costs, workers’ comp claims, and unplanned absences. And yet, in a recent HRCI poll, 41% of HR professionals said extreme weather is not a top priority for their organization (HRCI Alchemizing HR poll, 2025). The disconnect is significant because the workforce impact is already here.
The most strategic HR leaders on this issue are the ones who understand this growing risk and make sure it’s part of their broad responsibilities: mapping extreme weather risks against their employee populations, their benefits design, and their operational exposure, and using that picture to build a more resilient workforce strategy. This piece is meant to help you do the same, starting with what you likely already have.
In the U.S., 82% of workers say they were impacted by a weather-related disruption at work in the past year (Switch 5, 2026). Nearly one in three report being unable to work during recent extreme weather events due to power outages or building closures. Sixty-three percent say extreme weather has reduced their productivity.
This is hitting talent strategy, too. Forty-three percent of employees say their employer’s extreme weather readiness influences whether they stay long term (Switch 5, 2025). Nearly one-third of Americans say extreme weather would motivate them to relocate (Forbes Home, 2022). For HR leaders in high-risk regions, that’s both a retention and a recruitment problem.
Meanwhile, 63% of employers report rising insurance costs linked to extreme weather (MIT Technology Review, 2024). Employees are absorbing higher utility bills, property damage, and insurance premiums. And mental health needs are growing as weather events trigger anxiety, displacement-related stress, and long-term trauma.
When we polled HR professionals through HRCI, about half identified extreme weather as a concern for their workforce—but many barriers to action exist, including limited budgets and resources, an unclear starting point for HR, and a lack of understanding of the issue (HRCI Alchemizing HR Polling, 2025). The good news is that many of the most effective responses don’t require significant investments or changes—they simply call for a more strategic use of the strengths HR already brings to the table.
The encouraging part is that the most impactful first steps are often low-lift. You probably already have benefits, policies, and programs that can help employees navigate extreme weather. The gap is usually in communication and framing—not coverage.
Start with visibility—not new programs: Clarify what your existing benefits already cover. Most organizations offer more support than employees realize, particularly through health plans that cover heat illness, respiratory conditions, and mental health, as well as employee assistance programs (EAPs) that include disaster-related counseling and financial guidance. The problem is that employees often don’t know these resources exist until they’re already in crisis. Proactively promoting your EAP before, during, and after weather events can meaningfully move utilization.
Make policies explicit before a crisis hits: Review your attendance and remote work policies. Do they explicitly address weather disruptions? When a severe storm hits or air quality deteriorates, employees shouldn’t have to guess whether they can work from home or whether they’ll need to use PTO. Clear policies reduce confusion and keep people focused on staying safe.
Use employee feedback to identify hidden risk: Consider adding a few questions to your next engagement survey or pulse check about weather concerns, preparedness confidence, and benefits awareness. You may be surprised by what you learn about your workforce’s exposure and expectations.
For organizations ready to go further, the next set of actions moves from communication improvements to structural changes.
Expand access to care: Expanding telehealth access is a strong place to start, especially during events that disrupt transportation or overwhelm local health systems. Strengthening mental health coverage to address weather-related anxiety and trauma is another priority, as 40% of organizations still don’t offer mental health support after extreme weather events (International SOS Foundation, 2024).
Reduce preventable disruptions through benefits design: Work with pharmacy benefit managers to allow early refills and 90-day supplies before anticipated weather disruptions to prevent a small problem from becoming a serious one. And overlaying employee location data with publicly available weather risk maps from NOAA and FEMA can help you identify who’s most exposed, so you can target resources where they’ll have the greatest impact.
Formalize support for extreme weather events: Creating a dedicated extreme-weather leave category is gaining traction, too. When employees are evacuating, dealing with home damage, or managing caregiving disruptions because schools and day cares have closed, a clear leave policy removes one source of stress from an already overwhelming situation.
If you’re wondering where to begin, review your current benefits, leave policies, and communication channels through an extreme weather lens. Identify your most exposed employee populations by geography and role type. And have a conversation with your environmental health and safety, risk, and sustainability teams. Workforce weather readiness requires coordination across functions, not a new department.
The employers getting ahead of this are the ones treating extreme weather as a workforce strategy, not a one-off crisis response. Ultimately, we care about extreme weather because it affects people—so HR leaders are well positioned to lead that shift.
Extreme Weather + Work is an initiative of the Health Action Alliance that brings together leaders across industries with the research, tools, and peer networks they need to support their people before, during, and after extreme weather. For more guidance on how HR can take action, please visit extremeweatherandwork.org.
Switch 5, formerly Northwind Climate, has partnered with the National Commission on Climate and Workforce Health to poll U.S. workers frequently over the past year.
David Leathers leads the Extreme Weather + Work program at the Health Action Alliance, helping businesses address climate-related risks to workers and build resilience across operations and communities. He previously advanced global sustainability standards at B Lab and led impact measurement initiatives at Deloitte.