The Pandemic Changed Everything About HR Strategies
COVID-19 and its impact on the workplace dramatically altered HR strategic plans nationwide. Many businesses transitioned to a remote workforce and had to find new ways to cut costs, deploy new technology and adapt to a changing employee mindset.
Four years later, HR departments, and the organizations and employees they serve, continue to deal with the repercussions of a transformed employment world. Given this dynamic landscape, here are some areas that will need to be addressed on the ever-evolving list of HR priorities.
Harness the Power of a Rapidly Changing HR Tech Stack
As the world continues to rewrite human resource management strategies, it is essential for HR departments to stay on top of technology trends in HR. This includes embracing advances in human resources management system software for productivity, efficiency, cost savings and smart hires.
Technological fluency and command of automation enables HR professionals to simplify operations and apply their time more effectively and efficiently for their employee populations. Savvy use of technology also helps HR executives streamline processes, manage employee data, enrich the employee experience and enhance onboarding and upskilling.
By using AI to personalize learning, technology can help HR departments keep the workforce engaged, agile and continually prepared to deal with the changing world. For example, this can involve using AI to create individualized learning paths for career growth or to identify areas of weakness and related development opportunities.
Mastering the HR tech stack enables HR professionals to focus on strategic initiatives such as increasing employee engagement and retention, enhancing talent attraction, stretching budgets and accomplishing more — often with fewer people.
Talent Attraction Strategy: An EVP for a Changing Workforce
Employees and candidates are both looking for more from their jobs and employers. To meet this evolving expectation, companies and HR departments must create an authentic employee value proposition (EVP) and brand that truly captures the organizational culture and ethos while differentiating the company in the marketplace. Employees expect it, and today’s candidates demand it.
The EVP and brand should make a compelling case for joining your organization. This will be especially important for attracting Gen Z talent, who are looking for a strong commitment to DE&I, work/life balance and career advancement.
How important is this? Seventy-six percent of jobseekers say diversity is an important criterion in their job search, while 80% say they want to work for a company that values diversity, equity, inclusion and belonging (DEI&B) as part of its company culture.
Workers also continue to desire remote and hybrid opportunities. In fact, more than 80% of white-collar workers say they would not consider a position that offers no days of remote work. Increasingly, however, employers are moving back to an in-person workforce.
To find a balance between employee wants and employer expectations, HR departments should find ways to offer flexibility in addition to competitive compensation. Consider offering flexible work hours and hybrid opportunities, along with other benefits like parental leave or gym memberships.
Be Mindful of 2024 Labor Law Changes
Changing labor laws require continual monitoring. Pay particular attention to the following:
Pay Transparency Acts
Several states and localities have embraced Pay Transparency Acts to rectify compensation inequities that are occurring in the corporate work environment. HR executives whose companies have locations in these affected areas need to review all internal compensation to make sure they are equitable. Affected companies also must update all job descriptions to include salaries with every position posted.
DEI Laws
Lawmakers in more than 30 states have introduced or passed more than 100 bills to either restrict or regulate diversity, equity and inclusion initiatives in the current legislative session.
Even without legislation, pressure from special interest groups led several well-known companies to update their DEI&B policies. Changes included either removing language that indicated certain programs were for underrepresented groups or modifying organizational goals for increased racial representation in the workforce.
As a result, HR departments must review and fine-tune their company’s DEI&B language regarding specific promises on diversifying their labor force and their executive leadership team. Make sure that the intentions expressed align with changes to the law.
FTC Ban on Noncompetes 2024
A rule passed in April 2024 by the Federal Trade Commission bans “noncompetes nationwide.” According to the release, “Under the FTC’s new rule, existing noncompetes for the vast majority of workers will no longer be enforceable after the rule’s effective date [September 4, 2024]. Existing noncompetes for senior executives — who represent less than 0.75% of workers — can remain in force under the FTC’s final rule, but employers are banned from entering into or attempting to enforce any new noncompetes, even if they involve senior executives.”
There are lawsuits challenging the new rule, but should it take effect, HR departments will have to inform affected individuals that their noncompetes are no longer valid. Now is the time to start brainstorming alternative ways to retain talent and protect organizational secrets.
Achieving Success Requires Executive Team Buy-In
For an HR department to achieve the strategic priorities outlined above, executive decision-makers must give the Chief Human Resources Officer (CHRO) a seat at the table.
Given that representation on the executive team, the CHRO can lead by explaining trends, offering strategic rationales and justifying spend. They can help shape organizational priorities and then see them through with the full backing of the executive team.
When HR departments instead fill more supportive roles or operate in silos, they are forced to align HR priorities with priorities established by the executive team without HR input. This results in watered-down initiatives that don’t fully meet the needs of employees, jobseekers or the company.
Aston Carter Can Help You Thrive in This Changing World
When it comes to filling key roles in HR with the right people, staffing and recruitment experts like Aston Carter streamline the process, saving companies time and money.
Aston Carter has a national reach with a local presence. Our national network of Strategic Recruiting Centers enables Aston Carter to recruit — and provide companies with — the people best positioned to achieve organizational priorities. From HR specialists, trainers and benefits analysts to recruiters, compensation analysts and HR project managers, Aston Carter is consistently engaging with top HR talent and staying steps ahead of emerging HR trends.
But it goes beyond Aston Carter’s ability to find niche talent with the specific industry experience needed. Aston Carter leverages AI/technology and thoroughly vets candidates to develop a comprehensive understanding of their skills, goals and interests. This ensures candidates are aligned to the role and a company’s values/mission that delivers better long-term fit and higher retention.
Aston Carter is uniquely prepared to help you find the people best positioned to enable you to achieve your various priorities. Let’s discuss your HR hiring needs. Contact us.
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