HR's role in the new world of work

In recent months, HR professionals have been on the frontline in managing the impact of COVID-19 on business continuity. As organisations transition into their "new normal," HR leaders are uniquely positioned to take an active role in shaping strategy and leaving a lasting impression within their organisations.

The pandemic has permanently altered the workplace, and over the next 12 months and beyond, HR leaders' success will be defined by their ability to address key challenges. From monitoring mental health in a hybrid workforce to fostering togetherness in a redefined workplace, HR’s role has evolved significantly.

Key areas for HR Leaders in the new world of work:

1. Understanding the new world of work
   The COVID-19 pandemic forced companies to rethink traditional work models. Remote working has become a permanent feature for many organisations, with 86% of employers now ready to incorporate regular remote work into their policies. While this shift offers benefits such as increased productivity and improved mental health for some employees, it also presents challenges like maintaining connection and preventing burnout.

2. The evolution of HR's role in the workplace
   Historically seen as a back-office function, HR has now moved into a strategic advisory role. The David Ulrich HR model highlights four key roles for HR: administrative expert, employee champion, change agent, and strategic partner. Post-pandemic, HR must defend its new strategic position by aligning initiatives with business goals and ensuring leadership includes HR in future planning.

3. Building company culture in the new world of work
   A strong company culture is critical during times of crisis. Research shows that organisations with highly engaged employees achieve operating results two to three times higher than those with disengaged teams. HR can shape a culture that empowers employees by promoting inclusivity, transparency, and collaboration, even in hybrid or remote environments.

4. Monitoring mental health in a hybrid working environment
   Mental health has become a top priority for organisations as remote work blurs boundaries between personal and professional life. Companies can support mental wellbeing through flexible working arrangements, open communication channels, accessible mental health plans, and training programs for managers to better understand how to support their teams.

5. Managing your employer brand in a new talent landscape
   Employer branding remains crucial even during economic downturns. Employees remember how they were treated during tough times, which impacts loyalty and retention when markets recover. A strong employer brand reduces turnover by 28% and recruitment costs by 50%. HR can enhance employer branding by showcasing authentic stories about how the organisation supports its people.

6. Adjusting performance measurement and rewards
   Traditional performance metrics based on hours worked are no longer effective in hybrid workplaces. Instead, organisations should focus on outcomes and provide continuous feedback to employees. Customised rewards systems that reflect individual preferences, such as wellness benefits or flexible schedules, can further motivate staff.

7. Preparing leaders for the workplace of the future
   Leadership styles need to adapt to meet new expectations around trust, autonomy, and work-life balance. HR can support leaders by identifying capability gaps, providing peer-to-peer learning opportunities, and implementing succession plans that align with evolving organisational needs.

   What's next?

   As businesses navigate this period of transformation, HR leaders have an opportunity to redefine their role within organisations. By focusing on these priorities, mental health, company culture, employer branding, performance measurement, and leadership development, HR can help build resilient workplaces equipped for future challenges.

   For more insights or assistance with your hiring needs, please contact us at contact@robertwalters.com.