As the year 2025 approaches, Human Resource leaders are positioning themselves to navigate an increasingly complex and demanding environment. HR professionals are facing heightened responsibilities alongside growing expectations from senior leadership and boards, all amid a backdrop of swift changes and economic uncertainties.
A recent survey by HR Executive Magazine, which polled approximately 400 HR professionals, reveals a significant uptick in stress levels within the sector. According to the survey, over 48% of respondents noted that their stress increased moderately throughout 2024, while nearly 28% reported a drastic spike in stress levels. Factors contributing to this tension range from the tight labour market to the relentless pace of technological advancements and global economic instability. One participant stated their struggle to “instill a growth mindset within individuals to foster adaptability and resilience.”
Monique Herena, the Chief Colleague Experience Officer at American Express and a newly inducted Fellow of the National Academy of Human Resources, articulated the evolving nature of HR leadership. Herena emphasised that the role of HR requires continual adaptation to the ever-changing business landscape. “Excellence in HR leadership continues to evolve as the context is constantly changing,” she stated.
In her view, future HR leaders must possess four essential capabilities to thrive in this dynamic environment:
Sharp Business Acumen: Understanding organisational strategy has always been crucial for the most effective HR leaders, and Herena argues that this expertise is now indispensable. “Business leadership is not a nice-to-have for HR excellence—it’s a requirement to lead your way through HR and create real long-term value for the firm that has an impact for the organization, especially at scale,” she explained. HR strategies should align with business objectives, creating a seamless integration between the two.
Willingness to Embrace Change: Herena described the need for HR leaders to act as “courageous change leaders.” She highlighted the importance of making data-driven decisions and guiding HR teams through change transparently. “As HR leaders, we have to be walking the talk and not being afraid to make bold decisions—while taking the organization along with us,” she asserted.
Ability to Marry Theory and Practice: An effective HR leader should balance theoretical knowledge with practical application. Herena, who identifies herself as a “systems thinker,” shared her approach to decision-making by considering the holistic effects of changes within the business. Continuous education, both formally and through on-the-job experiences, is vital for future HR leadership to remain informed and effective.
A Caring Mindset: Finally, Herena emphasised the importance of empathy and authenticity in HR leadership. She referred to these qualities as the “key to the universe” for future practitioners. At American Express, this empathetic approach is evident in the terminology used within the organisation, where employees are referred to as “colleagues.” “We’re not just helping them perform at their best for our customers and consumers, but we help them be at their best as human beings,” she stated, encompassing physical, financial, and mental well-being in HR strategies.
Overall, the landscape of HR leadership is shifting considerably, driven by the need for adaptability, strategic alignment, practical implementation, and a strong emphasis on care for employees. As organisations continue to evolve, the role of HR remains pivotal in shaping a resilient workforce. The HR Executive Magazine is reporting these vital insights as essential components for HR leaders aiming to navigate the complexities of the modern business environment.
Source: Noah Wire Services