13 HR Predictions: What Will Matter Most in 2025?

As we enter 2025, the workplace is poised for transformation, with HR leaders at the forefront of navigating this change. Tech advancements, shifting employee expectations, and an increasingly dynamic global landscape are reshaping how organizations attract, engage, and retain talent. 

To explore what lies ahead, we’ve gathered insights from some of the most forward-thinking HR leaders—who are also Bonusly customers. Their predictions highlight not only the challenges ahead but also the strategies and innovations that will define the future of work. From leveraging AI to streamline processes to fostering adaptability and connection in uncertain times, these leaders provide a glimpse into the evolving role of HR and its critical impact on organizational success.

2025 workplace predictions from HR leaders

1. Jessica Begley, Chief Operating Officer, Very

"In 2025, generative AI will completely shake up how HR operates, especially in areas like hiring, onboarding, and employee engagement. AI tools will make recruiting smarter and faster by analyzing data to find top candidates and crafting personalized outreach. Onboarding will feel more seamless, with AI creating custom learning plans and helping new hires connect with their teams quickly. Plus, AI will give real-time insights into how employees are feeling, making it easier to spot and solve problems before they escalate.

By automating routine tasks like payroll and basic administration, HR teams will have more time to focus on bigger-picture strategies that drive business outcomes. Importantly, this power comes with responsibility. One of the biggest challenges will be ensuring that AI tools are fair and don’t reinforce biases. Tool selection in this category must be done with care and regular audits should take place to avoid any unintentional issues.

Transparency and accountability will be key. If HR leaders invest wisely in AI and pair it with a strong focus on ethics and people-first practices, they’ll set their organizations up for success—leveraging the best of what AI offers while keeping humanity at the core."

2. Todd Wuestenberg, Chief Culture Officer, Haverkamp Properties

"In 2025, a top priority for HR professionals will be fostering a culture of adaptability and resilience while addressing the ongoing challenges of recruiting and retaining top talent. Organizations are navigating rapid shifts, such as the integration of AI, the demand for a personalized employee experience, and the need for greater flexibility in how, where, and when work gets done. These complexities make it essential for employees to feel deeply connected to their organization’s core values and mission. When this connection exists, it helps build trust in leadership, the organization’s direction, and the employees’ roles. This trust becomes the foundation for navigating change and complexity, enabling organizations to adapt while maintaining a great workplace.

To prepare, organizations should invest in leadership development, prioritize transparent, routine communication, and leverage tools like Bonusly to foster recognition and connection. Recognizing and celebrating contributions at every level strengthens trust, reinforces alignment with core values, and builds a compelling employer brand that attracts and retains top talent in a highly competitive market."

3. Elizabeth Sziler, People & Culture Manager, MAGNA-TILES

"I think one of the biggest challenges in 2025 will be finding the sweet spot between using AI and automation to make work more efficient while keeping people at the heart of everything we do. It’s not about replacing human effort—it’s about freeing up time to focus on what really matters: building connections, fostering growth, and creating a great place to work.

For example, Bonusly’s new Performance Recap uses the power of AI to summarize key team accomplishments and feedback, allowing managers to spend less time compiling data and more time connecting with their team members. This kind of technology empowers leaders to leverage tools that prioritize meaningful conversations and relationship-building, freeing them from the burden of administrative tasks. We’re excited about the potential to expand and fully leverage features like this in 2025, making it easier than ever to keep people at the heart of everything we do.

This will be huge because the more we let technology handle the repetitive stuff, the more time we can spend on meaningful, people-focused work. That’s where businesses really thrive—when the focus is on culture, collaboration, and relationships.

To get ready, companies should invest in tools that work smoothly with their teams, but also make sure their people know why these tools are being used. It’s about showing employees how AI isn’t here to replace them but to make their work easier and more impactful. And honestly, a big part of this is carving out the time saved by these systems to reinvest in people—mentoring, problem-solving, and just being present for each other."

4. Adri Glover, Head of HR, Bonusly

"I believe employee disengagement, burnout, and retention of top talent will be top of mind for HR leaders and executives alike.

As companies continue to see their employees and managers struggling with burnout and disengagement, this is a trend that is likely to, regrettably, continue unless intentional change and people-first programs to enable their teams are put in the spotlight.

Today’s workplace continues to struggle with burnout as a result of companies needing to cut costs and resources, often resulting in increased workloads, less human-power, and employees and people managers often being tasked with doing more with less. Secondly, employees in many companies are still craving remote or hybrid flexibility to support them in the balance needed in their personal and professional lives. But with many companies, like Amazon, bringing back 5-day per week "work from office mandates,“ many employees are feeling uncertain about their place and value by their current employers.

The result? Top talent will be and already are looking for new opportunities and preparing to jump ship to join companies that they feel will take care of them and their needs. For those companies whose workplaces support hybrid or remote work, the challenge of keeping teams connected and finding creative and lightweight ways keep people engaged (as well as securing the budget to do this from senior leaders) is continuing to pose a challenge as we approach 2025.

HR and company leaders need to ensure their top performers are heard, valued, engaged, and motivated to perform at their best to achieve company goals. The risk, if no change is made, will result not only in continued burnout, but loss of productivity, quality of work, and even the time and costs spend backfilling your top talent. HR and senior leaders should prepare to invest in programs that support employee wellbeing, flexibility, and programs like Bonusly to create a culture around humanness, care, and appreciation at their core. This includes putting people first and intentionally putting investment, value and care back into our workplaces."

5. Andie Rosendin, Internal Communications and Community Leader

"In 2025, it will be critical for employers to equip leaders to support employees in an ever-evolving workplace and societal landscape. Leadership development should focus on fostering resilience, belonging, and inclusivity, as well as development opportunities for upskilling teams and anchoring on company values through adversity and diverse viewpoints. Organizations can cultivate employee well-being, trust, and strong organizational culture by rooting company values into hiring, onboarding, development strategies, and decision-making frameworks. Strong value alignment nurtures unity and stability during external or internal disruptions and may offer comfort, security, and support during uncertain times."

6. Nameeta Kustagi, Head of Global HR & Timo Elbert, Managing Director, Evora IT Solutions

"One of the top challenges for HR in 2025 will be to provide a stable and supportive environment for employees in increasingly uncertain times.

We are facing challenging times globally, no matter if we talk about economic changes, political and social crises, or climate change. Our world is becoming more and more complex, and we as organizations and employers need to make sure that we provide a stable environment for our employees, in which they can personally grow and find some steadiness.

We need to invest even more in low-threshold mental health support resources, as well as meaningful opportunities to learn and grow as people and professionals."

7. Mike Battle, Onboarding and Engagement Manager, Teleport

"A key challenge for HR professionals in 2025 will be finding ways to rebuild trust and reignite enthusiasm among employees. Over the past few years, particularly in the tech industry, mass layoffs have been a recurring theme. These layoffs have affected companies of all sizes and continue to leave a lasting impact on the industry. As a result, employees have experienced significant stress, anxiety, and distrust. 

One approach to addressing this challenge is to lead with empathy and invest in robust onboarding programs that ease the transition for new employees while reassuring current staff that the tide has turned. By providing this reassurance, organizations can begin to rebuild the trust that has eroded over time." 

8. Jessi Prizinsky, Director of Operations, JS Perkins Consulting

"In 2025, and likely for the next decade, a pressing challenge for HR will be navigating the rapid evolution of artificial intelligence (AI) in the workplace. As AI tools become more integrated into operations, equipping employees with the skills to use this technology effectively and ethically will be critical. Upskilling on AI tools and fostering continuous learning will help maintain a competitive edge, but HR must balance these training initiatives with employees’ workloads to avoid burnout. Organizations should integrate learning into the workday using flexible, accessible methods like microlearning and AI-powered personalized plans, enabling employees to upskill without sacrificing productivity or well-being. By approaching this strategically, companies can empower their workforce to embrace AI confidently and align its use with organizational goals.

Equally important is comprehensive training to prevent unintentional errors and misuse of AI tools. As AI systems become more advanced, even small mistakes—such as incorrect data input or misunderstanding an algorithm—can have significant consequences. HR must lead in designing training that goes beyond basic functionality, focusing on understanding AI's ethical and operational implications. This includes teaching employees to recognize biases, follow data handling protocols, and understand AI’s limitations. Practical, hands-on learning opportunities will build confidence in using AI responsibly. Clear guidelines and accessible resources should support ongoing learning as AI evolves. By prioritizing targeted education, organizations can minimize errors, foster accountability, and empower their workforce to use AI effectively, driving innovation and maintaining a competitive edge in a tech-driven world."

9. Thomas Turner, Senior Manager, Guest Experience & Employee Engagement, Minnesota United FC

"Challenges are inevitable and landscapes are ever changing. There are many leaders in the HR space who truly have a firm grasp on coming trends and advancements on the horizon; their insights are valuable and that knowledge is a helpful tool in staying relevant and maintaining pace in the evolution of the workplace.

I am not one of those HR leaders.

I’ve never been great at making predictions (you need not look any further than my fantasy football team’s record this season as evidence). I am, however, keenly intuitive in understanding root motivations in people and am versatile in adapting to change. Knowing myself and knowing where my true skillset lies, I steer away from making plans today on the basis of what I think will change, but rather, I plan for what I know will still be true tomorrow.

Evergreen truths.

Though there are many, two evergreen truths are top of my mind as we enter 2025:

(1) people genuinely want to contribute to a mission that is greater than themselves, and (2) they want to feel valued for their contribution. To say this a different way, employees want to have a hand in achieving a goal they couldn’t achieve alone, and they want their hand to be seen.

To activate these truths, organizations first need to have a vision that is clearly defined and reinforced by your company values and beliefs. Get out of generic jargon and instill purpose and passion into this messaging. Once this is in place, you’re able to move to phase two, which is peer-to-peer recognition and reward.

Manager-to-employee recognition is great and necessary, but once you empower employees to recognize each other, with every recognition tied to your core values and beliefs, you begin to see engagement immediately elevated to new heights.

Catering to these two areas is worth the investment of both time and resources."

10. Charles Baughman, Chief Administrative Officer, ITAC Solutions 

"As we move into 2025, organizations are poised for a year of change—one that, optimistically, will spark growth across industries. While many businesses have faced challenges in 2024, both leaders and employees are eager to see measurable success in the new year. However, I predict that many senior leaders will approach hiring with caution, opting to expand their workforce through a contingent model rather than increasing full-time headcount.

What does this mean for HR? In 2025, HR will play a crucial role in supporting frontline managers who will be tasked with managing increased customer demands, all while operating with leaner teams augmented by contingent workers and consultants. As managers’ responsibilities continue to expand, HR will be vital in equipping them with the professional development and tools necessary to navigate change management, attract top talent, and retain high-performing employees.

Moreover, HR leaders will be instrumental in helping organizations leverage machine learning and AI to mitigate the impact on staff who are working to meet heightened customer expectations. By gathering actionable feedback through regular 1:1s, stay and exit interviews, and anonymous culture and satisfaction surveys, HR can provide leaders with insights and data to guide decision-making.

By staying focused on keeping the human element at the core—strengthening company culture and employee sentiment—HR will position itself as a trusted partner in helping leaders meet the challenges of a more dynamic and contingent workforce in 2025 and beyond."

11. Tyana Owings, Director of People, Cloverleaf

"HR professionals are continuing to juggle multiple disparate priorities in a post-COVID world. Remote work has proven effective, but the rise of loneliness and the push for return-to-office (RTO) mandates complicate matters. Mental health remains a focus, yet companies are also pushing for AI integrations and “digital twins”, which can create stress around job stability and new ways of thinking about how we do our day-to-day work. Simultaneously, diversity programs face downsizing despite the known value they bring to innovation and culture. Balancing multiple demands isn’t new to HR, but it’s becoming more challenging as the pendulum swings seem more disparate. Many HR professionals are leaving the field due to the growing strain of navigating conflicting priorities.

For too long, we’ve relied on one-size-fits-all solutions to these issues, hoping a sweeping and broad solution will be the magic wand that fixes everything. But, as we move forward, it’s crucial to embrace the diverse needs and motivations of our people and adjust our business processes and operations to recognize and make space for these nuances. For some, the office is energizing; for others, it’s stressful. Some thrive on change, while others find it unsettling. How do we support our teams with this complexity? Platforms like Cloverleaf equip HR leaders with access to actionable insights about each individual’s strengths and work preferences to provide precise, context-specific guidance during critical work moments. As the workplace continues to evolve, tools like these are essential for responding to individual and team needs."

12. Anna Zide, Head of Talent Development and Employee Experience, AHEAD

"A top priority for HR in 2025 will likely be the integration of generative AI and advanced analytics into talent management and employee experience. With organizations increasingly using AI-driven tools for hiring, performance management, and career development, the focus will need to be on embedding these technologies in ways that are ethical, equitable, and aligned with business objectives. I’ve seen firsthand how scalable, data-driven programs can drive impact, and the same principles will apply here—strategic alignment and thoughtful implementation will be key.

This is critical for organizations to stay competitive in a rapidly changing workplace. When used well, AI can streamline processes, enhance decision-making, and provide personalized employee experiences that improve engagement and retention. To prepare, organizations should invest in upskilling HR teams, building strong data governance frameworks, and creating a culture of trust and transparency." 

13. Deborah Pollard, People Operations Specialist, TEECOM

"A top priority for our team in 2025 will be leveraging HR technology to manage the rapidly growing complexities of an evolving workplace and workforce. Advanced tools powered by AI and automation can enhance efficiency, streamline administrative tasks, and provide actionable insights into workforce trends. These technologies would enable HR and People Operation teams to focus on strategic initiatives like improving employee engagement, fostering an inclusive and strong company culture, and aligning talent strategies with business objectives. Predictive analytics, for example, can help organizations forecast workforce demand for upcoming projects or identify employees most likely to benefit from specific upskilling opportunities, giving them a proactive edge in maintaining competitiveness. However, with increased reliance on technology comes heightened concerns over data privacy, security, and ethical AI use, making adopting responsible and transparent practices and policies vital.

Each year, we perform a comprehensive SWOT analysis (strengths, weaknesses, opportunities, and threats) to evaluate our position and plan for the future. A key aspect of this process is reviewing our tech stack—identifying what’s working well, addressing inefficiencies, and uncovering gaps that need to be filled in the year ahead. We highly encourage all organizations to evaluate their current HR tech stack and invest in scalable, user-friendly platforms with strong analytics capabilities. Training teams to interpret data effectively and fostering collaboration with IT, finance, and legal departments will ensure compliance with data protection regulations and mitigate risks. Safeguards against breaches and bias in AI algorithms are essential to maintaining trust with staff. A human-centered approach—where technology complements, rather than replaces, the personal touch of HR—will ensure that these investments deliver meaningful improvements in HR support agility, employee satisfaction, and organizational success."

The takeaway

The HR predictions for 2025 paint a picture of a workplace that is both challenging and full of opportunity. HR leaders are tasked with balancing the power of tech advancements with a steadfast commitment to the humanness of work, fostering cultures of connection and trust, and equipping teams to thrive amid change. 

Across these diverse perspectives, one theme resonates: the importance of keeping people at the heart of every decision. By focusing on meaningful employee connections, organizations can navigate the complexities of 2025 while creating environments where individuals and teams flourish. As these leaders have shared, the key to success lies not just in adapting to the future but in actively shaping it with care, intention, and innovation.

--> To start 2025 off on the right foot, get a demo of Bonusly—the #1 recognition platform that builds team connections and improves company performance.