While some of the roles identified are entirely new positions, others are new responsibilities that are becoming increasingly important as HR re-imagines and reboots its strategy in light of the pandemic. All 21 jobs embody five core themes:
Individual and organizational resilience: A key metric of success would be to build remote workers’ strong sense of belonging within the organization, ensuring that they know their purpose and feel deeply cared for.
Organizational trust and safety: a responsibility for helping mitigate bias across all business functions. These professionals would ensure that people are treated fairly throughout the entire employee lifecycle — from recruiting to off-boarding — regardless of race, ethnicity, gender, sexual orientation, religion, economic status, background, age, or cultur
Data literacy: synthesizing disparate data streams (such as employee surveys, learning management systems, and benefits portals) to help solve business problems. Equally comfortable with being “in the weeds” of big data as well as seeing and explaining “the big picture,” data detectives would gather and compile HR-pertinent insights to help improve employee performance and drive better results for the whole business.
Creativity and innovation: As business leaders envision new ways to grow their organizations in the midst of rapid change, a new role at the intersection of corporate strategy and HR must arise.
Human-machine partnerships Judgment is usually easy for humans, but still hard for computers.Sorting out the balance of the “art of the job” (for humans) vs. the “science of the job” (for bots) will likely result in the creation of new HR roles focused on how both can work together intuitively.
Do read the whole research on HRB.org, highly recommended!