HR Jobs of the Future – Are You Prepared?
September 11, 2020
By Kevin Marrs, courtesy of SBAM Approved Partner ASE
Have you ever thought of becoming a Distraction Prevention Coach or perhaps an HR Data Detective? How about a WFH Facilitator? Well, according to Cognizant Center for Future of Work and Future Workplace these jobs might become common place in HR departments.
Over a nine-month initiative, the two advisory firms sought to determine exactly what the future of HR will look like. Their research of HR professionals identified over 60 new HR jobs which they then narrowed to a list of 21 HR jobs of the future. The 21 jobs embody five core themes including individual and organizational resilience, organizational trust and safety, creativity and innovation, data literacy, and finally human-machine partnerships.
Jobs likely to be seen within the next five years:
- HR Data Detective – Many HR pros out there are likely already performing some version of this. As we know, HR departments generate a tremendous amount of data. The HR Data Detective will do just as the title implies. They will sift through the myriad of data to find clues on how to solve common HR problems and grow efficiencies.
- WFH Facilitator – Now that working from home (WFH) has become the norm for many, organizations are finding the need to ensure WFH works for both the employee and employer. The WFH facilitator must ensure that every remote employee has the technology they need to do their very best work. Evaluating, budgeting for, and integrating new digital collaboration tools is one of the key responsibilities of this role.
- Algorithm Bias Auditor – Technology is growing quickly in the HR space, and it has introduced a new challenge for HR professionals. For example, many of the new platforms used for hiring and selection use complex algorithms to enhance or improve the hiring process. This new role will work to ensure that tools using new technology meet compliance requirements and corporate governance rules.
- Second-Act Coach – The study defines these Second-Act Coaches as individuals who support employees who are making career moves. These could be retirees or simply someone interested in looking to do something else with their careers.
What is driving the change? Clearly from the list of titles you can see that technology has a lot to do with the growth of certain jobs in HR. Any role in HR, as has been the case over the last 30 years, has been affected by technology. However, the pace of change is accelerating and will create new roles.
Additionally, current events have altered the trajectory of certain roles. For example, the study identified the job of Director of Wellbeing as one that is already appearing at some organizations. This role would provide strategic management over wellness and design services and practices to nurture the emotional, physical, mental, and spiritual health of all employees.
To be sure, the workforce landscape is changing rapidly. While this is true for most segments of the organization, it is particularly true for HR. The pandemic and other forces have added a new dimension to our profession. It is an exciting time to be an HR professional.