With AI automating routine HR tasks like CV screening, skills assessments, and employee engagement tracking, Human Resources (HR) professionals need new skills, including data literacy and digital fluency, says Sheryll Kisten, Head: Human Resources at STADIO Higher Education. While this may seem daunting, it also creates new career opportunities.
Busting HR myths about the role of HR
Kisten says it’s a myth that HR is just about hiring and firing. “The profession also involves strategic workforce planning, employee engagement, performance management, compliance, and organisational development,” she says.
“Many believe HR is limited to paperwork and policies, but modern HR is data-driven, focusing on talent strategy, digital transformation, and business alignment. Most businesses now require HR graduates to be strategic business partners rather than just administrative personnel because HR plays a crucial role in driving organisational success. Modern HR professionals must align people strategies with business goals, ensuring that workforce planning, leadership development, and talent management contribute to overall performance. Businesses also expect HR to leverage data analytics for informed decision-making, anticipate skills gaps, and foster employee engagement to enhance retention and productivity.”
Additionally, she notes, HR plays a critical role in change management, organisational development, and compliance, ensuring that companies remain adaptable and legally sound.
New skills needed
HR qualifications must ensure graduates are proficient in employee data analysis, which helps in predicting trends, understanding engagement levels, and improving overall organisational performance. “As workplaces adopt more digital tools and remote work becomes prevalent, HR professionals need to be comfortable with digital platforms for recruitment, training, and employee engagement,” says Kisten.
For example, STADIO takes a proactive stance on using AI in the classroom, preparing students to understand when it is appropriate to use AI and how it can be a useful and valuable tool when used with integrity “We understand that these critical thinking skills will be crucial in the world of work,” Kisten says: ‘Many STADIO students engage in work-integrated learning or simulation-based activities as part of their studies, depending on their program requirements. Coupled with the STADIO Stripes (digital credential badges) programme, this supports students to understand the world of work and its inherent HR processes.”
Industry trends and career opportunities
Kisten adds that AI and automation will continue streamlining HR processes, freeing up time for more strategic decision-making, while data-driven insights will play a greater role in workforce planning, talent retention, and employee well-being.
“There is also a growing emphasis on employee experience and well-being, with HR shifting towards a more holistic approach that prioritises mental health, work-life balance, and career development,” she says. “Diversity, equity, and inclusion (DEI) will remain a priority, integrated into business strategies rather than just being a compliance requirement. As hybrid and remote work models become permanent, HR will need to ensure policies support both productivity and employee satisfaction. At the same time, the use of AI in HR will require strong governance to ensure ethical decision-making, data privacy, and bias prevention.”
She says HR will play a key role in driving organisational agility, leading change management and leadership development to keep businesses competitive in an ever-evolving landscape. “These trends reinforce the fact that HR is no longer just a support function – it is a critical driver of business success.”
For those considering a career in HR, Kisten says job opportunities include:
- Chief Human Resources Officer (CHRO): Leads HR strategy and shapes organisational culture.
- HR Business Partner (HRBP): Aligns HR strategies with business objectives.
- HR Generalist: Responsible for a wide range of human resources tasks, from ‘hire to retire’.
- Employee Relations Specialist: Manages workplace conflicts and disciplinary actions.
- Talent Acquisition Specialist/Recruiter: Sources and hires candidates.
- Compensation and Benefits Manager: Designs salary structures and incentives.
- Learning and Development (L&D) Specialist: Oversees training and leadership programmes.
- Compliance and Labour Relations Specialist: Ensures legal compliance and union negotiations.
- Organisational Development (OD) Consultant: Focuses on change management and culture transformation.
- HR Technology/HRIS Specialist: Manages HR software systems and analytics.
- Diversity, Equity, and Inclusion (DEI) Manager: Promotes workplace diversity.
- Workforce Planning and Analytics Manager: Uses data to predict trends and improve HR decisions