MultiRaterSurveys and the HR Research Institute over at HR.com partnered up for a dive into the strategic needs of HR professionals in 2025. Between October 2024 and January 2025, HR professionals across various industries all over the world were surveyed for their thoughts and perspectives on where HR is heading. And more importantly:
“What do HR professionals need to do to have more say in the business planning process?”
One of the most shocking results was that only 44% of HR professionals believe they have a “seat at the table.” To think that this is down from 58% in 2021 is simply alarming. In most organizations, HR professionals are still primarily focused on traditional HR processes like recruitment, payroll, compliance, and regulations—with limited influence over broader business strategy.
But the truth is, HR professionals must be heard. They possess in-depth knowledge of their people and can add immense value to strategic planning, driving businesses toward sustainable, long-term success.
But how? What are some key strategies HR professionals should be implementing in 2025? By executing the strategies below, HR professionals will elevate their role and earn their place at the strategic planning table.
1. People Analytics
A major finding from the HR Research Institute indicates that only 34% of organizations view HR professionals as proficient in leveraging HR analytics. Yet, 80% recognize HR analytics as essential to modern organizations.
Why It Matters:
HR analytics empowers organizations to make data-driven people decisions, improving hiring, retention, and performance.
- Using Psychometric Assessments & Benchmarks: Identifying behavioral fit using benchmarks allows organizations to build high-performing teams and understand how employees are managed effectively—both as a group and individually.
- Understanding Employee Sentiment & Reducing Attrition: HR professionals who use analytics to "know" their people can prevent turnover by identifying potential issues before they escalate.
Despite these benefits, only 29% of HR professionals report analytics as their area of expertise. That must change. Mastering HR analytics will position HR as a key strategic player in business planning.
2. Change Management
HR Research Institute found that only 47% of HR professionals believe HR is proficient in change management, yet almost 90% view it as essential.
Why It Matters:
The business world is evolving faster than ever. Just look at AI’s impact on the workforce. Organizations must continuously adapt, and HR plays a critical role in ensuring smooth transitions.
How HR Can Lead Change:
- Develop a clear communication strategy to align leadership and employees.
- Engage employees early by involving them in discussions and decision-making.
- Offer training and support to help employees navigate change with confidence.
- Monitor progress and adjust strategies based on real-time feedback.
By taking ownership of change management, HR can demonstrate its value beyond administrative functions—establishing itself as an indispensable strategic partner.
3. Adopting AI & Technology
Of course, we have to talk about AI. Research shows that AI is set to transform HR within the next 24 months:
- 36%: Improving employee learning and development
- 57%: Automating HR tasks
- 45%: Enhancing HR productivity
- 49%: Advancing analytical, tracking, and prediction capabilities
Why It Matters:
HR technology isn’t just about automation—it’s about unlocking human potential.
Many organizations prioritize leadership development but neglect junior employees. However, today’s workforce wants more than technical training—they crave soft skills development and future leadership competencies.
AI-powered platforms like MyMentor Insights track, analyze, and personalize development plans, ensuring that all employees—not just executives—receive tailored learning opportunities.
4. Succession & Future Planning
Out of 13 HR functional areas—including recruitment, culture, employee experience, and compensation—nearly 70% of HR professionals believe succession planning has the greatest impact on business strategy.
Why It Matters:
Organizations often struggle with succession planning, leading to leadership gaps that hinder long-term growth.
How HR Can Strengthen Succession Planning:
- Use AI to identify future leaders based on data-driven insights.
- Develop leadership pipelines by providing high-potential employees with mentorship, training, and growth opportunities.
- Integrate succession planning with business strategy to ensure seamless leadership transitions.
The question is no longer, "Where do we find leaders?"—it’s "How do we build them from within?"
5. Leadership Development
Alongside succession planning, leadership development was ranked as having the greatest impact on business strategy. HR professionals overwhelmingly agree that strong leadership and culture are essential for achieving business goals.
Why It Matters:
Leadership isn’t just about senior executives. Every employee, at every level, benefits from strong leadership skills. Organizations with effective leadership development programs experience:
- Higher employee engagement and retention
- Better team collaboration and performance
- A more agile, adaptable workforce
How HR Can Drive Leadership Development:
- Embed leadership training into every level of the organization, not just for top executives.
- Leverage data-driven insights to create customized leadership development paths.
- Encourage a coaching culture where leadership skills are cultivated daily.
39% of HR professionals are ready to increase budget for leadership initiatives, with 49% wanting to invest more in analytics. If leadership development resonates with you, our latest AI-driven solution combines leadership training with real-time analytics for a holistic leadership development experience.
Become an HR Strategy Leader
The findings don’t lie—there is a stark contrast between HR professionals who struggle to drive HR strategies and those who are true HR strategy leaders. Research indicates that HR strategy leaders, when compared to HR strategy laggards:
- Are twice as likely to be an equal partner in strategic planning.
- Are twice as likely to believe they will effectively add value to their organization’s strategy within the next two years.
- Are twice as likely to be proficient in executing key initiatives and collaborating with other business units on workforce challenges.
So, what sets these HR strategy leaders apart? The answer lies in their ability to think beyond traditional HR functions and become architects of business success. Instead of being limited to compliance, payroll, and recruitment, they actively shape the future of their organizations by leveraging people analytics, technology, and leadership development.
- They embrace HR analytics to make data-driven decisions that directly impact business performance.
- They take charge of change management by guiding their organizations through transformation, ensuring that people are at the center of the change process.
- They leverage AI and technology to improve HR efficiency, enhance employee development, and create future-ready teams.
- They prioritize succession planning to build a strong leadership pipeline and ensure business continuity.
- They champion leadership development to cultivate a thriving workplace culture and drive long-term success.
HR strategy leaders recognize that their role is not just about managing people—it’s about maximizing human potential to achieve organizational goals. By taking a proactive, strategic approach, HR professionals can move beyond an administrative role and become trusted advisors at the executive table.
The Time for HR to Step Up Is NOW
HR is at a critical crossroads. The decline in HR professionals having a “seat at the table” is alarming, but it also presents an opportunity for HR to redefine its role in 2025 and beyond. The key to breaking out of traditional HR constraints lies in adopting a more strategic, data-driven, and forward-thinking mindset.
The five strategies outlined—People Analytics, Change Management, AI & Technology Adoption, Succession Planning, and Leadership Development—are not just HR trends; they are essential components of a high-impact HR function. Organizations that fail to empower HR as a strategic partner risk falling behind in a rapidly evolving business landscape.
By stepping up, embracing analytics, and integrating AI-driven insights into workforce planning, HR professionals can not only secure their seat at the table but also become indispensable to business success. The future of HR is not just about managing people—it’s about shaping the future of work itself.
Are you ready to lead the transformation?