2024 HR Trends to Leverage in Your Strategy [With Quotes From HR Influencers]

Discover the biggest HR trends of 2024

As we step into the dynamic landscape of 2024, the role of HR professionals continues to evolve, reshaping how organizations attract, develop, and retain talent. To better navigate the new world of work, it's crucial to anticipate the HR trends that will define the workplace of tomorrow.

How will the workplace change in 2024? What can HR professionals do to stay agile and adaptive in the new world of work? Before defining your HR strategy and company objectives for 2024, it is imperative to sync with the latest workplace trends. 

As each year brings new shifts, we spoke with top HR influencers and leaders about their thoughts on the most prominent trends defining the workplace in 2024. Read on to find out their predictions!

What are the latest HR trends to follow in 2024?

People analytics, HR tech stack, AI, inclusivity, workplace community, wellbeing, and social mentoring are some of the biggest trends to look out for in 2024.

Let’s see what HR thought leaders say about the trends redefining the workplace in the upcoming year.

1. Leveraging the power of people analytics

HR is no longer confined to its traditional boundaries but is now a strategic driver for creating value across all organizational stakeholders. In 2024, the focus is on leveraging data insights and people analytics to provide actionable guidance on where and how to invest resources to create real value.

Dave Ulrich Speaker, Author, Professor, and Thought Partner on Human Capability
HR is not about HR, but about creating value for all stakeholders. Value creation will likely come from analytics that moves beyond benchmarking and best practice to guidance on where and how to invest.


Using people analytics as a tool for efficiency and strategic decision-making that propels business growth will become paramount. The critical differentiator for HR success will be harnessing analytics to unlock untapped potential, fostering a culture of continuous improvement and innovation throughout the organization. 

2. Creating inclusive cultures is the norm

As David Green points out in his article, the business case for diversity, equity, inclusion, and belonging (DEIB) will grow stronger in 2024. Even though some companies did not keep their promises in 2023, the need to advance a DEIB agenda is more prevalent than ever. Luckily, people analytics will be a powerful ally to help HR leaders measure outcomes, gain insights into belonging and inclusion, and foster transparency.

David Green People Analytics Leader, Conference Speaker, Host of Digital HR Leaders Podcast
The business case for diversity, equity, inclusion, and belonging (DEIB) continues to grow stronger. In a recent McKinsey study, leadership diversity is convincingly associated with company performance, societal impact, and employee experience. Moreover, research by Insight222 found that in 2023 – for the third successive year – DEIB is the area where people analytics is adding the most business value.


Moreover, looking ahead to 2024, we will see a call for more hands-on skill-building to foster inclusive cultures. This trend advocates for organizations to clearly define the outcomes they expect from diversity and inclusion learning initiatives. The emphasis is on creating a framework beyond theoretical knowledge, fostering tangible behavior changes.

Sacha Thompson Inclusive Leadership Coach and Consultant
In 2024, I hope to see more practical skill-building in creating inclusive cultures. Far too many people leaders are not going to these one-time trainings without a mechanism to hold them accountable for the changing behaviors. Organizations need to clearly articulate the desired outcomes of the learning, what the expected behaviors are post-learning, and the consequences of not aligning with these expectations. This is how you shift organizational cultures.


This HR trend is not just about attending workshops but about actively building skills that translate into everyday actions. It's a strategic move towards making diversity and inclusion an integral part of organizational DNA rather than a periodic initiative.

Raquel Tamez Chief Inclusion & Engagement Officer
I think it's really a matter of doubling down, staying the course, and being relentless. It’s also about opening the aperture of how we are defining diversity. We need to diversify diversity. And we need to make diversity more inclusive and equitable.


3. Human-centric leadership takes the stage

In 2024, there is a compelling need for a more human-centered approach, particularly in DEIB. Organizations are challenged to uphold promises and policies and lead with a deliberate focus on equity and inclusion. 

Madison Butler Chief Experience Officer at GRAV, Founder of Black Speakers Collection
In 2024, I deeply think that People + HR will need to take a more human approach than they took in 2023. Unfortunately, many DEI roles/teams were overturned, and promises and policies fell by the wayside. However, the state of the world, now more than ever, requires us to see the humanity in our organizations and lead as humans first. How people show up at work is largely dictated by the world around them, and that can look very different for those who hold marginalized identities. If organizations want to be leaders in their spaces, commit to equity, and genuinely move the needle forward, they must lead with human-centered design and policies.


This trend advocates for a paradigm shift in how organizations approach DEI&B—viewing it not just as a compliance measure but as a strategic imperative and a core component of human-centered design and policies. Success in the year ahead hinges on embracing diversity, fostering equity, and promoting inclusion.

4. Investing in HR tech stacks is paramount

HR tech stacks are gaining popularity as modern workplaces focus more on enhancing the employee experience. HR tech ensures companies keep their lead in the race for efficiency and innovation by improving various HR processes.

Keirsten Greggs Founder at TRAP Recruiter, Talent Acquisition Leader
As HR and TA professionals embrace AI tools and integrate them into their tech stacks in 2023, we can expect even greater adoption in 2024. Because technology takes on routine administrative tasks, optimizes processes, and provides in-depth insights and predictions, HR and TA professionals have more time at their disposal that will empower them to develop specialized expertise. This specialization will, in turn, enable HR and TA professionals to become more strategic, dynamic, data-driven, and better equipped to guide their organizations in adapting to the evolving demands of the workforce within an increasingly competitive job market.


As Keirsten points out, HR tech stacks automate and optimize daily activities, allowing HR professionals and leaders to focus their energy on what really matters: their people. As such, in 2024, investing in HR tech is not just about staying current; it's about equipping HR and TA professionals with the tools needed to pioneer organizational excellence in the digital age.

5. Focusing on wellbeing through nurturing company cultures 

Prioritizing positive workplace culture remains on the leadership and HR agenda in 2024. Focusing on company culture is a long-term investment in wellbeing, employee experience, and engagement.

Marion Campan Managing Director at Intandid
In the wake of the COVID-19 storm, the global workforce showcased remarkable resilience, proving that in adversity, true strength emerges. Yet, this journey also underscored the critical importance of a nurturing workplace environment. As HR consultants dedicated to Building Outstanding Workplace Cultures, we've witnessed firsthand the transformative power of engaged employees. Focusing on culture is not just a response to challenges; it's an investment in the well-being of employees, fostering resilience, and ensuring that in the face of uncertainty, your team stands not only strong but united and thriving.


By cultivating a workplace culture that nurtures and supports employees, organizations are not only ensuring their teams stand strong in the face of uncertainty but also stand united and thriving. The trend underscores a paradigm shift where employee wellbeing is a deliberate and strategic investment for sustained success in the modern workplace.

👉 If you want to start 2024 strong, we recommend assessing your company culture’s state with our checklist. We promise you will unlock the insights you need to foster a thriving company culture. 

6. Empowering leaders for success through learning & development

In 2024, organizations will redefine leadership development strategies to align with the demands of the modern workplace. It is imperative to equip leaders with the knowledge and skills necessary to support and elevate their teams.

Debra Corey HR Consultant, Speaker, and Author
Organizations are focusing on equipping their leaders with the knowledge and skills to be effective and supportive in these new ways of working, setting them (and their people) up for success.


We will see more organizations investing in comprehensive leadership training programs. These initiatives go beyond traditional skill sets and encompass a deep understanding of virtual collaboration, emotional intelligence, and adaptive management. Leaders must know how to guide their teams through the intricacies of remote or hybrid work, ensuring that the organizational culture thrives regardless of physical proximity. 

7. Driving toward high performance

The modern business landscape demands achieving more with less, so organizations must prioritize strategic talent management. Identifying top talent is critical to the business's success and implementing robust development, engagement, and retention strategies.

Nicola Kleinmann Head of People, HR & Talent Consultant
Something we are focussed on next year is driving towards high performance. Companies have to do more with less, so it’s really important to know who your key talent is in the business and how to nurture that. I think the last few years have seen much flux, and companies are now driving harder success factors.


Organizations must align strategic goals with individual talents in the quest for high performance. This involves a meticulous identification of key performers, coupled with personalized development plans to enhance their skills. Additionally, recognizing the changing dynamics of work, an agile approach to talent development allows teams to adapt to evolving demands.

Nadia Vatalidis Head of People & Culture at TestGorilla
People & Culture teams will most likely focus on fewer key results and fewer goals during 2024, but excellent delivery on these goals. 2023 shed some light on these teams being way too thinly spread and doing much more in the world of remote work and async-work-operations vs. business as usual HR work.


8. Embracing AI in HR

In 2024, integrating AI and automation will change how organizations manage their people. Moving away from traditional HR processes, we enter a more dynamic era where routine tasks are automated so HR professionals can focus on strategic initiatives.

Bill Brown Principal and Chief People Officer at Think People.Culture
The industry-wide trend towards integrating Artificial Intelligence into HR processes is not just about technological advancement. It's about leveraging AI to streamline operations, enhance decision-making, and create more personalized employee experiences, thereby transforming the HR landscape.


The infusion of AI is not about replacing the human touch but enhancing it, creating a more agile and responsive HR landscape. AI integration will result in enhanced efficiency, elevated decision-making, and the possibility to create a tailored experience for every employee.

9. Building a real workplace community

Fostering a genuine community is taking center stage. People seek something more meaningful in their professional lives, such as a purpose and valuable relationships. 

Vanesa Cotlar VP of People & Culture at PolicyMe
It is super important for organizations to build connections across their employees intentionally. This means creating both social space and collaboration space, so that trust is built and relationships are fostered that enable employees to both enjoy their day to day and improve productivity at work.


In 2024, it's no longer just about work; it's about intentionally crafting social and collaboration spaces that foster employee trust and relationships. Vanesa underscores that this intentional community-building catalyzes employees to enjoy their day-to-day experiences and enhance productivity.

10. Being transparent about return-to-the-office policies

If the pandemic forced us to work from home, HR influencers predict that in 2024, more and more companies will adopt return-to-the-office policies. However, mishandling this shift back to the office could trigger disengagement and, in extreme cases, mass resignations. The key to promoting retention in this scenario lies in transparency.

Olya Yakzhina Head of People at Switchee, Podcaster, Advisor
In this evolving work landscape, the return to the office demands the same sensitivity we applied to the shift to remote work during the pandemic. Employees, especially those who joined under the promise of full remote work, may feel disengaged if forced back to the office. Mishandling this transition risks triggering mass resignations. To promote retention, transparency is key. Companies must communicate their expectations for office versus remote work from recruitment onward. Changing terms and mid-employment erodes trust and jeopardizes long-term commitment. Navigating this change requires open communication and a commitment to transparency, ensuring employees feel supported in this transition period.


In 2024, companies must clearly articulate their expectations regarding office and remote work, ensuring that any changes to these terms are communicated openly and early in the employment relationship. Successfully navigating this transition demands a commitment to open communication, acknowledging employee concerns, and providing the necessary support during this period of change.

11. Rebuilding talent acquisition capacities

In 2024, influencers predict companies will realize they need more HR professionals. As Suzanne shared with us, some companies made a mistake by laying off too many HR people in 2023, and they will try to fix this shortage in the next year.

Suzanne Lucas HR Consultant and Keynote Speaker
In 2024, expect to see companies scramble to get more recruiters and HR people, as they didn't plan ahead and laid off HR and HR adjacent functions at a higher rate than other positions. At some point, companies will realize that that was a mistake!


This trend is all about companies recognizing that HR is not just a support function but a key player in achieving business growth and success. In the coming year, we expect to see a lot of businesses actively hiring more HR professionals. It's a straightforward but essential shift as companies realize that having a strong HR team is crucial for success in today's ever-changing workforce.

12. The rise of social mentoring

As remote work remains an option, despite the rise of return-to-office policies, social mentoring emerges as a crucial element for talent retention, engagement, and development. This trend represents a shift from formal mentoring programs, often perceived as restrictive and time-consuming.

Sam Neo Award-Winning Employer Branding Consultant, Global Keynote Speaker and Personal Branding Coach
Social mentoring is becoming a big thing in the upcoming 12 months. With remote working on the rise and Gen Zs looking for more guidance, social mentoring will become important to help retain, engage, and develop talents. Social mentoring will also be an important component in shaping the company culture rather than having formal mentoring programs, which tend to be more restrictive and time-consuming.


Social mentoring will play a pivotal role in shaping company culture. Unlike traditional mentoring setups, social mentoring operates in a more dynamic and flexible framework, encouraging organic connections and knowledge-sharing across the organization. This approach aligns with the evolving needs of a workforce that values collaboration, informal learning, and real-time interaction – Gen Z employees.

13. Senior leaders are shaping work dynamics

Another notable HR trend – the amplification of social contagion among senior leaders – is forecasted by workplace culture enthusiast and ex-Twitter VP Bruce Daisley. This phenomenon, previously observed during job layoffs in 2023, is expected to resurface with the return to office in 2024. 

Bruce Daisley Workplace culture enthusiast, 2x Sunday Times Bestseller, ex-Twitter VP
There will be more social contagion amongst senior leaders. We saw it with job layoffs in 2023, and we'll see it with a return to the office in 2024. Indecisive leadership will leave firms looking unattractive to new hires and will see backward-looking firms losing some of their top talent.


Leadership will be a determining factor in how potential new hires perceive companies. Indecisive leadership will make companies less attractive and risk the loss of top talent, especially in organizations resistant to embracing forward-looking approaches. People want to see more empathetic, vulnerable leaders who are comfortable sharing challenges, mistakes, and failures.

14. Rethinking compensation and benefits packages

Pay-to-align will be the norm in the evolving landscape of the modern workplace. In 2024, people leaders need to revisit compensation structures. The future of pay entails a departure from outdated compensation models that may no longer resonate with employees' unique skills and contributions in rapidly evolving fields such as tech. 

Fermin Diez Professional Speaker, HR Consultant, Book Author
Lately, I’ve been working on the notion of the future of pay to support the changes deriving from the future of work. We are trying to hire cyber employees and paying them with Jurassic approaches.


As organizations strive to attract and retain top talent in specialized domains, there is a growing recognition that compensation strategies need to be agile, responsive, and reflective of the distinct needs and values of the workforce.

15. Crafting a strategic talent approach

The most common pitfall in talent management lies in mistaking a checklist for a strategy. A genuine talent strategy should leverage the business’ unique offerings, understand the target audience, and generate demand among individuals who align with the vision.

James Ellis Chief Brand Builder at Employer Brand Labs
The biggest problem with your talent strategy is probably that it isn't a strategy. It's a list of things you "gotta do" or "what the tech stack lets us do." A strategy is about figuring out how to use your resources to maximize your impact. That usually requires understanding what makes your business unique. what you offer, who would want what you offer, and how to generate demand amongst the people you really want to hire. So stop focusing on filling a pipeline with applications, or spamming people with useless content they don't value and build a strategy that makes the select few people truly desire your business. That's real strategy.


In 2024, organizations that want to attract and keep top talent must focus on what sets them apart from their competitors. As such, an effective talent strategy should be tailored and impactful. 

Future HR trends you should be aware of in 2024

In 2024, HR leaders will focus mainly on creating a positive employee experience. The emphasis on inclusive cultures, skill-building, and social mentoring signals a shift towards a more human-centered and dynamic approach to talent development.

We hope the trends outlined by industry leaders and experts offer a roadmap for organizations eager to navigate the challenges and seize the opportunities that lie ahead.

Over to you now–how will you incorporate these HR trends into your 2024 strategy? Share your insights by tagging us in a LinkedIn post, and we'll gladly join the conversation! 


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