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.
The Equal Employment Opportunity Commission (EEOC) recovered $660 million for 17,680 discrimination victims during the previous fiscal year, including the largest pre-litigation enforcement monetary recovery in the history of the EEOC. The Department of Labor (DOL) and the National Science Foundation (NSF) signed a memorandum of understanding designed to advance artificial intelligence (AI) workforce development. A House Subcommittee held a hearing to discuss the economic impact of AI on workers and employers. The Occupational Safety and Health Administration (OSHA) updated its National Emphasis Program (NEP) designed to protect workers from outdoor and indoor heat-related hazards.
EEOC Releases Performance Data – The Equal Employment Opportunity Commission (EEOC) issued a report indicating that during fiscal year 2025, which ended on September 30, 2025, it recovered $660 million for 17,680 victims of employment discrimination. This is the third highest monetary recovery in recent history according to the EEOC. Of the total, $528 million was secured for 13,351 victims of employment discrimination in the private sector and state and local government workplaces through the EEOC’s pre-litigation enforcement process, consisting of mediation, conciliation, and settlements. This is the highest total in the history of the EEOC. There was $27 million recovered for 2,505 individuals through litigation and $104.6 million for 1,824 federal employees and applicants.
EEOC Chair Andrea Lucas stated, “These record-breaking recoveries are the result of an Administration committed to upholding our nation’s civil rights laws through colorblind, merit-based, and evenhanded enforcement. This EEOC is proud to deliver on that commitment and will continue to fight discrimination wherever it occurs.”
The EEOC reported that it received nearly 270,000 inquiries, which was an increase of almost 9% from the previous fiscal year, processed 88,201 new discrimination charges, resolved 90,743 discrimination charges, and reduced the private sector charge inventory by 4% to 49,807.
DOL/NSF Sign Agreement to Advance AI Workforce Development – The Department of Labor (DOL) and the National Science Foundation (NSF) signed a memorandum of understanding (MOU) to advance workforce development efforts related to artificial intelligence (AI). Potential activities to be undertaken as part of the MOU include:
Previously, the Trump Administration announced a comprehensive national legislative framework designed to address the top policy issues presented by AI. Educating Americans and developing an AI-ready workforce are among the top policy issues. The Administration encouraged the Congress to “further workforce development and skills training programs, expanding opportunities across sectors and creating new jobs in an AI-powered economy.”
Hearing Held on AI’s Impact on Workers and Employers – The Workforce Protections Subcommittee of the House Committee on Education and the Workforce held a hearing to examine “Building an AI-Ready America: Understanding AI’s Economic Impact on Workers and Employers.” Subcommittee Chairman Ryan Mackenzie (R-PA) stated, “With policies that strike the right balance between innovation and accountability, the United States can build a strong and positive future for American workers and employers.”
Chatrane Birbal, Senior Vice President, Public Policy & Government Relations, CHRO Association testified that in human resources, “AI is most effective when it augments—rather than replaces—human judgment and engagement.” She noted that employers are using AI in several areas of HR including hiring, learning and development, self-service HR functions, and compensation management. She observed that the United States has a legal framework concerning workplace conduct and employee protections. She cautioned that “introducing a separate set of AI-specific workplace statutes could create confusion, impose duplicative requirements, and produce unintended consequences…” She recommended that Congress clarify how current laws apply to AI and take a “federal, principles-based approach to AI governance, and support innovation through collaboration between the public and private sectors.”
Matthew Paul Gizzo, Shareholder, the law firm of Ogletree, Deakins, urged Congress to “take a careful, deliberate approach to any regulation of AI in the workforce, particularly in the wage and hour context, so as not to stifle innovation or place unnecessary burdens on employers who are striving, in good faith, to comply with the law, even when doing so is increasingly challenging for the most sophisticated employers.” He believes that AI offers tools that will allow employers to comply with wage and hour laws more accurately, efficiently, and consistently. He cited several areas where AI products can transform wage and hour compliance including classification analysis, automated time tracking and scheduling, payroll compliance, and overtime calculation, generating employment documents and notices, recordkeeping and audit readiness, and multi-jurisdictional compliance monitoring. He urged the Subcommittee to
“pursue a balanced approach that promotes innovation, reduces compliance burdens, and ensures that the benefits of AI are shared by employers and employees alike.”
OSHA Updates Heat Hazards Program – The Occupational Safety and Health Administration (OSHA) updated its National Emphasis Program (NEP) designed to protect workers from outdoor and indoor heat-related hazards. OSHA will devote its resources on inspections and outreach to those industries and workplaces where heat hazard risks are most likely to occur. According to OSHA, “The goal of this NEP is to reduce or eliminate worker exposures to heat-related hazards that result in illnesses, injuries, and deaths, by targeting industries and worksites, including worksites with radiant heat sources, where employees are exposed to heat-related hazards and have not been provided adequate protection that includes cool water, rest, cool areas, training, and acclimatization.”
OSHA noted that heat illness is a serious hazard for workers in general industry, construction, maritime, and agriculture industries resulting in injuries and fatalities that are preventable. The NEP will result in prioritizing inspections in 55 high-risk industries. The NEP became effective immediately and will remain in place for five years.
Bipartisan legislation (H.R. 4443, S. 2298) has been introduced and is designed to protect the safety and health of workers who are exposed to dangerous heat conditions. The Asuncion Valdivia Heat Illness, Injury, and Fatality Prevention Act would, according to its sponsors, require OSHA to establish an enforceable federal standard to protect workers “in high-heat environments with common sense measures like paid breaks in cool spaces, access to water, limitations on time exposed to heat, and emergency response for workers with heat-related illness.” The legislation has been referred to the House Committee on Education and the Workforce and the Senate Committee on Labor, Health, Education, and Pensions.
Neil Reichenberg is the former executive director of the International Public Management Association for Human Resources. He is an attorney, a frequent writer and speaker on public policy and human resource issues, and an adjunct faculty member at George Mason University. For questions or additional information, contact Reichenberg at neilreichenberg@yahoo.com.